The offer explained

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Schools EB9 employer ballot

8 Oct 2019: The department have advised the QTU that the results of the employer ballot are for acceptance of the new teachers’ certified agreement and we are awaiting dates for certification from the QIRC.


EB9 : State Government Offer

On 3 July 2019, QTU State Conference endorsed the state government offer, recommended its acceptance to members in a ballot to be conducted in Term 3 and deferred industrial action planned for July 18. (Newsflash No. 12-19)

QTU members were balloted on whether to accept the offer, and after the close of the ballot on Monday 5 August, 81 per cent of members had voted in favour of accepting the offer. (Newsflash No.  14-19)

The employer ballot on the proposed replacement Teachers' CA will be conducted from 9 to 20 September. (Newsflash No. 16-19)


Workload: the QTU's No.1 priority

It was clear from the EB debate at the QTU Conference (as it was in the QTU Member Needs Survey earlier this year) that excessive and increasing workload remains the most pressing issue for members.

Yet it is equally clear that EB bargaining alone will never be sufficient to address the issue. Recent years have seen workload continuing to increase, despite the introduction of a raft of measures specifically designed to address it in the 2016 EB agreement.

They included the clarification of the use of non-contact time; the exceptional circumstances consideration regarding class sizes; NCT protection for associate administrators; the requirement for LCCs to consider workload, joint statements on data and NAPLAN, and more.

A different and sustained approach is required to address the causes of workload at multiple levels: national, state, regional, school and personal.

While the Union supports wellbeing strategies, the objective is to reduce workload to reasonable levels rather than to apply Band-Aids to the effects of excessive workload.

The proposed Workload Advisory Council (WAC) offers a mechanism to identify and address the causes of workload, and the QTU has already written to the government and the department (https://www.qtu.asn.au/eb9-letter-workload-050719) calling for it to be fast-tracked, and for its work to commence immediately.

The Workload Advisory Council is also aligned to the Queensland Government delivering on an election commitment to review workload.  In correspondence to the Minister in May (https://www.qtu.asn.au/eb9/minister-workload), the QTU called on the government to commence the review. 

It was clear that its scope needs to go beyond “red tape reduction” matters and treating the symptoms of excessive workload to addressing the causes. 

The QTU advised the Minister that, without limiting the scope of the review, it should: “Canvass the impact of cascading sometimes contradictory, expectations of the work of principals and teachers; realistic evaluation of workload impacts in the decision making for introduction of initiatives; unproductive or low value contributors to workload that should be removed; and mechanisms to challenge the imposition of excessive workload at a local and systemic level.”

It is these principles that will inform the QTU’s representatives consideration of matters at the WAC.

Expect to see a renewed and increasingly vigorous campaign to reduce workload in coming months and over the next two years.

Workload Wednesday  24 July 2019

Resolution of QTU Conference

  1. That Conference endorse an in-principle agreement with the Department of Education on the basis of the Department’s offer of 28 June 2019.
  2. That Conference recommend acceptance of the in-principle agreement in a school-based ballot to be held over the first three weeks of Term 3.
  3. That the QTU defer protected industrial action scheduled for 18 July 2019 pending the result of the membership ballot.
  4.  That Conference call on the government to fast-track the establishment of the Workload Advisory Council and its work to reduce workload to fulfil its 2017 pre-election commitment.

Additional resolutions

  1. That Conference recognises the courage of QTU members employed as Instrumental music teachers/instructors in the following nine parts of the QTU Work to Rule directive.
  2. That the QTU seeks guarantees from the department, whether inside or outside the EB9 Agreement, of measures to mitigate workload identified in the QTU Log of Claims, for example,
    ·       increase in Non-Contact Time (NCT) for Instrumental Music (IM) staff
    ·       class size targets for out of hours ensemble
    ·       measures to address the additional hours of work that IM teachers/instructors are required to undertake but which they are not remunerated for.

The offer explained

[download The offer explained as pdf]

Promotional Positions Classification Review

Offer:

The offer contains a proposal of increased salaries and new classifications for principals and other promotional positions. The new salaries will mean that Queensland’s principals will be the highest paid state school principals in the country.

The new structure is a modified version of Option 3 from the Department’s PPCR report and establishes:

  • a new 10-point scale for principals resulting in single teacher schools receiving a salary higher than lead teacher with the top step of the new principal level 1 receiving $121,975pa in 2019 moving to $130,172pa by the end of the agreement.
  • Executive principals returning to the classification scale receiving a salary in the final year of the agreement of $211 398 p.a.
  • parity for Heads of Departments and Heads of Curriculum
  • parity for Deputy Principals regardless of sector
  • removal of the lowest step in each band meaning that progression through each band takes 2 years rather than four
  • changing of HOC thresholds to schools with enrolments of 200 students (currently 225 students)
  • a minimum salary increase of 10% for a promotional position over the life of the agreement

 

The new structure has the same resourcing thresholds for primary, secondary and P-10/P-12 schools with differing thresholds for special schools, schools of distance education and outdoor and environmental education centres.

Salaries and career structure

Offer:

  • Simplified process to access EST including agreement to enable promotional positions to relinquish to EST salaries (subject to years of service) without requiring application process
  • Creation of an additional EST step – EST 2 – from commencement of 2022 school year. Accessed after 3 years on EST 1 and APR discussion with reflection against HAT professional standards (NB: no requirement to be operating in HAT to access EST 2).
  • EST 2 to be remunerated at $110 500 pa bringing classroom teachers amongst highest paid in country

ACT

S112,931 (1 July 2021) $114 625 (1 July 2022)

Northern Territory

110,496 (Oct 2021 - expires 30/9/21)

Victoria

108,003 (1 Oct 2020 - expired 30/4/21 - assume 2.5% increase 110, 703 30/4/21)

NSW

assuming 2.5% increase $110,710 - 1 Jan 2022)

South Australia

$105,937 under current offer (2021)

Western Australia

$105,049 - 6/12/18 - if remain locked into $1000 pa flat increase that takes them to $108,049 by December 2021

Tasmania

$106 398 - under current offer (2021)

Queensland

EST 2 – Jan 2022 - $110 500

NB: these are top of the classroom teacher scale salaries in each state (they are not HAT and LT – or their equivalent in other states)

  • allow access to EST for three-year trained teachers after 2 years on senior teacher
  • simplified process for access to Senior Teacher
  • incorporation of the HAT and LT provisions in the agreement.
  • Once off $1250 payment for teachers in stream 1 of the agreement.
  • For classroom teachers with the exception of ESTs who have worked as an EST for at least 3 years the increase will be 2.5% p.a. In addition to this increase is the annual increment salary progression. 
  • For ESTs who have completed 3 years of service it will be 2.5% p.a. When they progress to EST 2 when school starts in 2022 this represents an additional 1.6% increase taking a teacher on their fourth year or more of EST to a salary of $110 500pa

Measures to address workload

Offer:

  • inclusion of a workload clause that recognises the right of teachers to have effective work practices that support wellbeing, work-life balance and a safe work environment and as far as practicable that the work of an individual teacher is not to be unreasonable or excessive.
  • A new Workload Advisory Council to monitor issues and inform workload reduction opportunities. (The Council will have equal Union and Department representation and will operate from DoE Central Office. Following submissions from members it will consider the issues impacting on workload from a system, regional and workplace level. An initial focus will be the implementing the new SATE process. The Council will respond to issues with the development of policies, joint statements, and memoranda of agreement. It is the view of the QTU that members from schools should be represented on the advisory council)
  • an additional 30 minutes non-contact time for primary and special school teachers in 2022 (this represents the first adjustment to NCT in 25 years)
  • a guaranteed additional 60 minutes of non-contact time for beginning teachers (first-year) in primary and special schools and 70 minutes non-contact time for teachers in secondary schools from the commencement of the 2021 school year
  • an additional day of TRS for senior secondary teachers in 2020 to assist in the implementation of SATE

Gender employment equity

Offer:

  • incorporate annual salary progression for those in part-time positions regardless of fraction
  • redefine parental leave (the old maternity leave) to primary care giver leave so that relevant entitlements are accessible to the primary care-giver regardless of gender or relationship status
  • the development of a joint statement to contain the current arrangement and access to extended special leave for family purposes (currently 7 years unpaid leave) to ensure it is contained in an industrial agreement.
  • Superannuation clause included to confirm choice of fund options and application to all staff across the life of the agreement

In addition to this offer the state government has committed to appointing a gender employment equity commissioner to address other factors existing in the public service that impact on gender employment inequity.

Class sizes

Negotiations have been ongoing regarding the need to use risk assessments to ensure class sizes in practical subjects are established in workplaces to provide a safe learning environment.

Incentives for rural and remote locations

Offer:

  • a new remote area incentive scheme that will include a one-off payment to beginning teachers place in transfer rating 6 or 7 schools from the commencement of the 2020 school year. A revised RAIS to be implemented following negotiation through the RAIS advisory group in the 2021 school year

Transfers, relocations and permanency

Offer:

  • the continuation of the teacher transfer and relocation pilots with a view to incorporate recommended changes to the processes from the commencement of the 2021 school year
  • conversion from temporary to permanent employment after two years of continuous employment (currently 3 years)

Workplace health and safety

Offer:

  • Inclusion of a commitment to workplace health and safety principles and the provision of up to four days of TRS funding per location (more than 30 employees) for relevant staff to be released to undertake workplace, health and safety training

Additional significant factors for consideration in the claim

Offer:

  • Reference to consider reasonable release time for LCC members to conduct consultation related to significant workplace reform initiatives

Other factors

Offer:

  • an agreement to include Senior Guidance Officers and Regional School Sports officers in the Teaching in State Education Award during the life of the agreement.
  • Effective from 2020 school year reduction of flexible student free day hours from 15 hours to 10 hours with greater flexibility in the accumulation of SFD time by allowing teachers to work up to eight hours on a single day following consultation with the LCC
  • Establishment of joint department/QTU Certified Agreement Implementation Committee to implement EB amendments and initiatives
  • an agreement to include Senior Guidance Officers and Regional School Sports officers in the Teaching in State Education Award during the life of the agreement.
  • October student free day moved to third last week of Term 3 or to be delivered at an alternative time following consultation with the LCC.
  • Access to school holidays for Education Officers – Special Duties

Salaries payable under the offer [pdf version]

Classroom teaching - Stream 1

Current agreement EB9 offer
Current
Classification Level
Pay Point 01/07/2018
$ p.a.
New
Classification Level
Pay Point 01/07/2019
$ p.a.
01/07/2020
$ p.a.
01/07/2021
$ p.a.
Band 1 (interns) B2101
B2102
61806
63929
Band 1 (interns) B2101 B2102 63350 65528 64934
67167
66556 68847
Band 2 (beginning teachers) B0201/B2201 70081 Band 2 (beginning teachers) B0201/B2201 71834 73629 75471
  B0202/B2202 73507   B0202/B2202 75343 77227 79158
  B0203/B2203 76997   B0203/B2203 78923 80895 82917
  B0204/B2204 80619   B0204/B2204 82635 84702 86820
Band 3 B0301/B2301 83945 Band 3 B0301/B2301 86043 88195 90399
  B0302/B2302 87391   B0302/B2302 89575 91813 94109
  B0303/B2303 90877   B0303/B2303 93149 95479 97866
  B0304/B2304 93032   B0304/B2304 95356 97741 100186
Senior Teacher (4yr trained) A0304/A2304 97297 Senior Teacher (4yr trained) A0304/A2304 99729 102223 104780
Experienced Senior Teacher A0401/A2401 101000 Experienced Senior Teacher A0401/A2401 A0402/A2402 103525 106113 108766
110500*
Highly Accomplished Teacher A0501/A2501 111725 Highly Accomplished Teacher A0501/A2501 111725 114519 117381
Lead Teacher A0601/A2601 121975 Lead Teacher A0601/A2601 121975 125025 128151

*Accessible from 2022

Heads of Program (Stream 2)

Current agreement EB9 offer
Current
Classification Level
Pay Point 01/07/2018
$ p.a.
New
Classification Level
Pay Point 01/07/2019
$ p.a.
01/07/2020
$ p.a.
01/07/2021
$ p.a.
HOC
(Prev Band 5)
Paypoint 11 106431 Classification level removed and
position holders transitioned to Heads of Program Level 1 classification level
Paypoint 12 109194
Paypoint 13 111540
HOD, GO, HOSES 2
(Prev Band 5)
Paypoint 21 111540 Heads of Program Level 1 (HOD, HODC, GO, HOSES) Paypoint 1 114886 118045 -
Paypoint 22 114430 Paypoint 2 117863 121104 126644
Paypoint 23 117167 Paypoint 3 120682 124001 128884
SGO, HOSES 3
(Prev Band 6)
Paypoint 31 116898 Heads of Program Level 2 (SGO, HOSES, RSSO) Paypoint 1 120405 123716 -
Paypoint 32 119912   Paypoint 2 123509 126905 133031
Paypoint 33 123076   Paypoint 3 126769 130255 135384
HOSES 4
(Prev Band 7)
Paypoint 41 122975 Classification level removed
and
position holders transitioned to Deputy Principal Level 1 classification level
Paypoint 42 125967
Paypoint 43 129126

School Leaders (Stream3)- DSL1-DSL3 : Deputy Principals (Stream 3)

Current agreement EB9 offer
Current
Classification Level
Pay Point 01/07/2018
$ p.a.
New
Classification Level
Pay Point 01/07/2019
$ p.a.
01/07/2020
$ p.a.
01/07/2021
$ p.a.
DSL1
(Prev Band 6)
Paypoint 21 118072 Classification level removed and
position holders transitioned to Deputy Principal Level 1 classification level
Paypoint 22 121109
Paypoint 23 124305
DSL2
(Prev Band 6
Paypoint 30 121156

Classification level removed and
position holders transitioned to Deputy Principal Level 1 classification level

Paypoint 31 124201
Paypoint 32 127227
DSL3
(Prev Band 7)
Paypoint 31 124201 Deputy Principal Level 1 Paypoint 1 127927 131445 -
Paypoint 32 127227 Paypoint 2 131044 134648 140958
Paypoint 33 130410 Paypoint 3 134322 138016 143451

School Leaders (Stream3) SL1 - SL7, Executive Principals : Principals

Current agreement EB9 offer
Current
Classification Level
Pay Point 01/07/2018
$ p.a.
New
Classification Level
Pay Point 01/07/2019
$ p.a.
01/07/2020
$ p.a.
01/07/2021
$ p.a.
SL1
(Prev Band 5)
Paypoint 11 112656 Level 1 Paypoint 1 116036 119227 -
Paypoint 12 115570 Paypoint 2 119037 122311 127910
Paypoint 13 118338 Paypoint 3 121975 125329 130172
SL2
(prev Band 6)
Paypoint 21 118072 Level 2 Paypoint 1 121615 124959 -
Paypoint 22 121109 Paypoint 2 124742 128173 134945
Paypoint 23 124305 Paypoint 3 128034 131555 137332
SL4
(Prev Band 8)
Paypoint 31 124201 Level 3 Paypoint 1 127927 131445 -
Paypoint 32 127227 Paypoint 2 131044 134648 142367
Paypoint 33 130410 Paypoint 3 134322 138016 144885
SL4
(Prev Band 8)
Paypoint 41 130702 Level 4 Paypoint 1 134623 138325 -
Paypoint 42 133992 Paypoint 2 138012 141807 150197
Paypoint 43 137308 Paypoint 3 141427 145316 152854
SL5
(Prev Band 9)
Paypoint 51 138182 Level 5 Paypoint 1 142327 146241 -
Paypoint 52 141647 Paypoint 2 145896 149908 158458
Paypoint 53 145064 Paypoint 3 149416 153525 161261
SL6
(Prev Band 10)
Paypoint 61 146296 Level 6 Paypoint 1 150685 154828 -
Paypoint 62 149888 Paypoint 2 154385 158630 167174
Paypoint 63 153562 Paypoint 3 158168 162518 170130
SL7
(Prev Band 11)
Paypoint 71 154871 Level 7 Paypoint 1 159517 163904 -
Paypoint 72 158860 Paypoint 2 163626 168126 176368
Paypoint 73 162677 Paypoint 3 167558 172165 179487
  Level 8 Paypoint 1 177048 181474 186011
Paypoint 2 180235 184740 189359
  Level 9 Paypoint 1 186785 191455 196241
Paypoint 2 190147 194901 199774
Executive Principal * 170428 Level 10 Paypoint 1 197059 201985 207035
Paypoint 2 200606 205621 211398
*Note: The salary in 2018 for Executive Principals reflects only the salary component of their remuneration package, it does not reflect the vehicle allowance of $25,500 which they also receive. Under the new promotional position classification structure, the vehicle allowance is incorporated into the total superannuable salary  

 Authorised by Graham Moloney, General Secretary, Queensland Teachers' Union
21 Graham Street,Milton, QLD, Australia, 4060

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