A strong future for TAFE NSW
TEACHERS AND RELATED EMPLOYEES
ENTERPRISE AGREEMENT, 2013
PRESENTATION II
THE FOLLOWING INFORMATION IS PROVIDED
RELATING TO TAFE NSW PROPOSALS FOR A NEW
ENTERPRISE AGREEMENT. IT IS SUBJECT TO
DISCUSSION AT FURTHER ENTERPRISE BARGAINING
MEETINGS
A new model of service
2
A new model of service focused on
quality & personalisation
Experts
A ‘multi-professional’ mix
Career paths & specialisation
Flexible teams
Fit for local purpose
A strong future for TAFE NSW
Paraprofessional
Support
Leaders
Learner/
Enterprise
Paraprofessional
Practitioners
Teachers
A TAFE Workforce to meet future needs
3
In overview – maintain all current classifications and functions and

Create career paths & entry points and plan for our future workforce
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Support our educational leaders

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Introducing the Tutor/Instructor 1 and 2 and Assessor classifications
Meet industry needs & winning new business
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Introducing the Expert Teacher classification
Support students to complete


Responding to head teachers ideas for change
Introducing the Educational Leader classification
Recognise educational & vocational experts

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Introducing new promotional positions
Introducing new entry level positions
Opening up better opportunities for part-time casual teachers
Tutor/Instructor 2 and Assessor classifications
2.5% wage increase. Any higher requires employee related cost savings

2.5% per annum available – above 2.5 % negotiable
A strong future for TAFE NSW
Head Teachers
4
 Maintain Head Teachers
Experts
Paraprofessional
Support
Educational
Leader
Learner/
Enterprise
Paraprofessional
Practitioner
Head
Teachers
Teachers
A strong future for TAFE NSW
Responding to Head Teachers’ ideas for change
5
 Head Teachers are TAFE’s key leadership role
 The Head Teacher consultations strongly urged change
 The weighted hours doesn’t fully reflect the Head Teachers’ work.
It places pressure on staff while not measuring the most
important outcomes
 Head Teacher roles vary. In some Institutes there is a need for a
role focused on supporting educational teams to quickly
reposition services and practices for the future
 Some Head Teachers want the opportunity for career
advancement
 TAFE has contact with students and customers throughout the
year
A strong future for TAFE NSW
Proposals for Head Teachers
6
 Abolish the weighted hours formula
 Current Head Teachers band 1 or 2 translate to Head
Teacher 1 or 2
 Each position is created subject to the size of the job and
the business needs
 Head Teacher positions may be filled by merit process.
There is no automatic progression; however a Head
Teacher 1 may be directly appointed to a Head Teacher 2
 Head Teacher teaching hours are maintained
 Promotion opportunity to new Educational Leader role
A strong future for TAFE NSW
Educational Leaders
7
 Introduce a new Educational Leader role
Experts
Paraprofessional
Support
Educational
Leader
Learner/
Enterprise
Paraprofessional
Practitioner
Head
Teachers
Teachers
A strong future for TAFE NSW
Proposals for Educational Leader role
8
 A promotion opportunity exists via the Educational Leader
position
 Paid at $121,914 and working 35 hrs/week for the full year
 Position is filled via merit
 No specific teaching load is required but the position may
take on direct teaching from time to time such as for a
specific program, new development, initiative, or as part of
a team
A strong future for TAFE NSW
Expert Teachers
9
 Introduce a new Expert Teacher role
 Create a career opportunity for a range of employees – both
permanent and casual
Expert
Teacher
Paraprofessional
Support
Educational
Leader
Learner/
Enterprise
Paraprofessional
Practitioner
Head
Teachers
Teachers
A strong future for TAFE NSW
Recognising educational & vocational experts
10
 Teachers develop best through ongoing mentoring,


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coaching and support from expert colleagues
Head Teachers are not always best placed or able to
dedicate the time for coaching and developing other staff.
Support from other experts can be necessary
Not all our best teachers want to move into management
roles
The quality of our workforce and our services distinguishes
the TAFE brand. The introduction of this new role signals
our commitment in this area
We want to recognise and provide career opportunities for
experts in their field - positioning them to share this
expertise with peers.
A strong future for TAFE NSW
Proposals for Expert Teachers
11
 Responsible for leading improvements in teaching and
educational practices, modelling high quality teaching and
mentoring, &/or industry innovation
 The Expert Teacher does not carry out management or
administrative functions of a Head Teacher
 An Institute may create a position of Expert Teacher and fill it via
merit selection
 Pay: $97,879 (equivalent to Head Teacher 1)
 Hours: 1435 hours with 720 hours of teaching. Any additional
release is an Institute matter
 Qualifications: Post graduate qualifications relating to industry,
education or teaching subject matter
A strong future for TAFE NSW
Tutor/Instructor 1
12
 Introduce a new paraprofessional role of Tutor/Instructor 1
 Works as part of delivery team, supports teachers & Head
Teachers in learning support, competency development and
student completions
Expert
Teacher
Educational
Leader
Tutor/
Instructor 1
Learner/
Enterprise
Paraprofessional
Practitioner
Head
Teachers
Teachers
A strong future for TAFE NSW
Supporting students to complete
13
 Greater national emphasis is being placed on high quality outcomes
from the VET sector – including improved student completion levels.
This will be important under an entitlement model of funding
 Support can be provided to students through teachers and a range of
vocational professionals
 Demographic pressures and the ageing Australian workforce is placing
strong pressure on increased workforce participation -resulting in more
students with less experience in study or the workplace
 A team based approach-using a wider mix of roles- will support these
students to get the best results
 Introduces a paraprofessional, supported pathway to the teaching
profession for vocational experts. Assists with succession planning
A strong future for TAFE NSW
Tutor/Instructor 2
14
 Introduce a new role of Tutor / Instructor 2
 Helps win new business and manage compliance tasks
 Delivers training, but does not develop or prepare resources
or curriculum
Expert
Teacher
Tutor/
Instructor 1
Educational
Leader
Learner/
Enterprise
Tutor/
Instructor 2
Head
Teachers
Teachers
A strong future for TAFE NSW
Different delivery roles
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 Not all learning and skills development has to be carried out
under direct supervision of a teacher
 Teachers develop curriculum materials and design and
implement programs

The Tutor/Instructor 2 can deliver training use existing materials to support
practice sessions, build competence, explain concepts and conduct formative
assessment between teaching sessions
 Learning can happen in the classroom, and increasingly on line,
in the workplace or elsewhere

Some industry partners want our expertise embedded in their workplace
throughout the year – we can provide a trainer
 The Tutor/Instructor 2 would have qualifications to assist
sections to meet ASQA compliance requirements
 The Tutor/Instructor 2 plays a complementary team role comparable to nurse practitioners and medical assistants working
with doctors in the medical workforce.
A strong future for TAFE NSW
Assessors
16
 Introduce a new role of Assessor
 Works as part of a delivery team- provides a specialist assessment
service & assists in managing compliance
Expert
Teacher
Educational
Leader
Assessor
Tutor/
Instructor 1
Learner/
Enterprise
Tutor/
Instructor 2
A strong future for TAFE NSW
Head
Teachers
Teachers
Meeting industry needs & winning new business
17
 We work closely with industry partners in developing their
workforce – suiting an enterprise’s timing is essential
 Assessors can deliver customised services across the year at the
times to suit enterprises and learners

This is an area where we can win new business
 Quality in assessment is a national priority. Our RPL and
assessment services - and validation compliance - can be
reinforced by the use of additional support

This is an area where we can win new business
 Attracting industry experts to develop relevant and customised
assessments is critical to deliver the skills industry needs

This is an area where we can attract new entrants to our workforce
 Assessors can help teachers and Head Teachers manage quality
and compliance
A strong future for TAFE NSW
A team based approach
18
 New and existing roles for the future
Expert
Teacher
Educational
Leader
Assessor
Tutor/
Instructor 1
Tutor/
Instructor 2
A strong future for TAFE NSW
Learner/
Enterprise
Head
Teachers
Teachers
Details of changes- new delivery team roles
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 Tutor/Instructor 1 to work with a teacher or Tutor/Instructor 2.
Part of a delivery team providing tutoring support, mentoring,
coaching or advice to students. Appropriate industry
qualifications are needed
 Tutor/Instructor 2 to instruct, train, tutor support, mentor,
coach or advise students. May assess. Does not develop course,
curriculum, resources, materials or do research. Minimum
qualification - Cert IV in TAE and relevant vocational
qualifications
 Assessor to design, validate and carry out assessments and
moderations. The TAE10 Assessor Skill Set is required.
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When employed full time, whether permanent or temporary, these positions
work a 48 week year, plus annual leave
Tutor/Instructors: 35 hrs per week. Ratio of contact to non contact hours of
80/20
Casuals receive a 25% loading
Rates of pay for the roles are based on the relativities to a teacher in the modern
Award, applied to TAFE teaching rates
A strong future for TAFE NSW
Proposals for part time casual teachers
20
 Part time casual teachers have access to all full time
positions for which they are qualified, on the basis of merit

This opens up new opportunities for advancement, including
to the Expert Teacher role and other related positions such as
Education Officers and Senior Education Officers
A strong future for TAFE NSW
Using the potential of new roles
21
• Classroom delivery: New support for learners and teachers
Tutors/Instructors
• On the job: New business opportunities
Expert teachers
Teachers
• On-line: New services
Head Teachers & Educational Leaders
A strong future for TAFE NSW
Assessors
Example of role: Tutor/Instructor 1
22
 In a classroom setting:
The Tutor/Instructor 1 works as part of a delivery teamsupplementing teacher – delivery of course material. The tutor works
with students throughout the year either individually or as a group to
build understanding and competency in relation to the material. The
tutor follows the delivery strategy developed by the teacher.
 In an on-line setting:
The Tutor /Instructor 1 works with learners either in a group or
individually throughout the year to reinforce material presented;
builds understanding; assists with completion of tasks; advises on
resources; assists project planning; relates content to workplace etc
A strong future for TAFE NSW
Example of role: Tutor/Instructor 2
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 In a workplace environment:
The Tutor/Instructor 2 works directly with an individual or group of
employees to deliver and supports learners to achieve competencies
using existing materials. This may be in an environment that requires
delivery across the year.
 In a classroom setting:
The Tutor/ Instructor 2 delivers training and assessments using already
developed materials or courseware.
 In the team:
The Tutor/ Instructor 2 supports teachers and HTs
to manage and meet compliance requirements.
A strong future for TAFE NSW
Examples of role: Assessor
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 In a workplace setting:
The Assessor works as an industry specialist developing contextualised
assessment strategies, assessment tools and conducting
assessments in enterprise settings.
 In an on-line or classroom setting:
The Assessor works as part of a delivery team,
carrying out independent assessments and moderations.
 In the section team
The Assessor wins new assessment business (eg validation); ensures
compliance with ASQA.
A strong future for TAFE NSW
Overview-roles, qualifications, conditions
25
Educational
Leader
Head
Teacher
Expert
Teacher
Teacher
Assessor
Tutor/
Instructor 2
Tutor/
Instructor 1
Qualifications
Post Graduate
Relating to
teaching or
vocational area
Current (Min Diploma )
Post Graduate
Relating to
teaching or
vocational area
Cert IV TAE &
Vocational
Qualifications+
2-5 yrs voc.
experience
Cert IV TAE
assessor skill
set
Cert IV TAE &
Vocational
Qualifications
Vocational
Qualifications
Role
Lead Section/s
or Program/s.
no teaching
Current HT
functions
Lead, coach,
mentor, and
teach
Current
teacher
functions
Assess, validate
and moderate
Instruct but
not develop
resources
Support &
guidance. Does
not introduce
new material
Hours
35 hrs /wk
1435 total. 360
or 504 face to
face
1435total. 720
face to face
1435 total. 720
face to face*
35 hrs /wk
35 hrs /wk
35 hrs /wk
Attendance
48 weeks (+ 4
weeks leave)
41 weeks
41 weeks
41 weeks
48 weeks (+ 4
weeks leave)
48 weeks (+ 4
weeks leave)
48 weeks (+ 4
weeks leave)
Excess hours
n/a
Paid beyond
teaching load
Paid beyond
teaching load
Paid beyond
teaching load
n/a
n/a
n/a
Time credit
n/a
As /current EA
As /current EA
As /current EA
n/a
n/a
n/a
Casual work
n/a
n/a
n/a
Current part
time casual
arrangements
25% loading
on hourly rate
25% loading
on hourly rate
25% loading
on hourly rate
Part time Casual Teacher conditions are maintained. In addition PTCT are eligible to apply for any positions advertised.
Related employees maintain existing arrangements.
*Note: Teaching classifications (other than head teachers and expert teachers ) may be required to deliver additional direct teaching hours if an
A
strongabove
future
for TAFE
NSW
increase
2.5%p/a
is agreed.
Summary of TAFE position
26

Maintain leave, professional development, excess hours, agreed non attendance, and
other conditions

Introduce new support and specialist roles ‘at both ends’



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New ‘Educational leader’ role
Expert teacher (vocational expert or educational expert or both)
Tutor/Instructor Levels 1 & 2
Assessor

Change approach to Head Teacher creation, appointment and promotion

Open up career opportunities for existing employees and new entrants to the TAFE
workforce. Part-time casual teachers have equal access to all workforce opportunities for
which they are qualified on the basis of merit

2.5% wage increase per annum with an agreement to 30 June 2015

Option to negotiate a further wage increase based on an increase in face to face hours for
teachers and related (not for HTs or proposed Expert Ts)

Agreement to reflect that staff work throughout the TAFE year.
A strong future for TAFE NSW