ASSISTANT PRINCIPAL – shared responsibilities.

This is a temporary two year contract for 2010 – 2011 due to the secondment of Mr Steve Harris to the Catechist Services Team at the CEO. There is the possibility of the position being on-going at the end of this period.

This exciting opportunity commences 1 January 2010.

St Simon Peter Catholic Primary School is a triple stream Catholic co-educational school catering for students from Kindergarten to Year Six (2010). The school operates a Special Education Centre and has an OSHC available to families. The school seeks a visionary and dynamic school leader prepared to work collaboratively in a child - centred environment.

The successful applicant will:

• Be able to demonstrate competencies in the educational, pastoral, theological and administrative aspects of school leadership
  
• Be able to work collaboratively with the Parish Priest and members of the Parish Catechist Team to coordinate the school’s liturgical and sacramental programmes
  
• Have a clear and comprehensive understanding of pedagogy appropriate to the primary classroom
  
• Have the ability to integrate technology into the curriculum
  
• Possess the ability to assist with leading curriculum development across all year levels
  
• Possess excellent interpersonal and organizational skills
  
• Be able to work collaboratively as part of the school’s Support Team
  
• An interest in the Arts or IT is preferred but not essential.
  
• The successful applicant will have the following essential criteria:
• Active membership of the Catholic Church
• A relevant four year tertiary qualification Accreditation for Leadership of the Religious Education Learning Area
• Minimum 7 years teaching experience
  
  Please see the job ad for details and criteria. There is a strong possibility of this job continuing after the initial two year period. These are exciting times for St Simon Peter, the biggest primary school in the catholic system. The school is currently implementing the IDEAS framework for teacher leadership. The school has recently launched a three year Strategic Plan (2010-2012) that operates under the five pillars of the leadership framework – catholic identity, education, stewardship, community and future focus. The successful applicant will be a risk taker looking for an opportunity to excel in this role and to enjoy the challenge.

The job requires a suitable person to work collaboratively with the other two Assistant Principals and the Principal. The Leadership Team meets on Thursdays at 11.15am weekly.

This person will have a Cluster Leader role, direct responsibility for Religious Education in the school but this responsibility is also shared with the Principal and an Assistant Principal with responsibility for administrative tasks and an Assistant Principal with responsibilities for pastoral care. You will also be a member of the school’s Curriculum Management Team (CMT) that meets three times a term on a Monday after school.

The job will require the person to work 3 days a week in an area of support or specialist teaching depending on your skills. Possible areas could be a support role in literacy and numeracy, taking responsibility for the school’s IT maintenance and future plans, as well as its ICT needs. The other two days are for the Assistant Principal role. Hours and days will need to be flexible.

School Principal : Mr Shane Baker
School Address : 18 Prendiville Avenue Ocean Reef
Phone Number : 9301 6888
Fax Number : 9401 7155
Email Address : admin@ssp.wa.ed.au Web Site : www.ssp.wa.edu.au

Recruitment and Appointment of Staff in Catholic Schools
Catholic schools are important means through which the Church proclaims the Gospel of Jesus Christ in the world today. They contribute to the development of our young through education, promote the formation of their students in Christian virtue and conscience, and serve as models for all within Western Australia who seek to create genuine communities, based upon shared commitment to the common good. Catholic schools do this by cultivating a caring yet challenging environment, where relationships are warm and friendly, and where quality educational experiences (learning and teaching) encourage students to attain their highest possible educational standards.
In Catholic Schools in Western Australia, each diocesan Bishop has delegated his responsibility for the employment of staff to the Catholic Education Commission of Western Australia (CECWA) that, in turn has delegated the employing authority to the Principal. Queries about applications, therefore, should be directed to the Principal of the school.
Good recruitment and selection methods are vital to furthering the objectives and ethos of Catholic education and to meeting the needs of the school and its community through the appointment of staff committed to Catholic values and the furtherance of the educational mission of the Church. Appropriate recruitment strategies provide the employer with the ability to acquire the number and type of employees essential for the present and future needs of the school. There are 157 Catholic schools throughout Western Australia employing approximately 3739 staff. Working in one of these schools offers a high level of personal satisfaction, as well as the change to 'make a difference'.
To be eligible to work in a Catholic school in Western Australia, you must provide:

• A Working With Children Check
• Dept of Education & Training National Criminal History Record Check
• Citizenship of Australia or New Zealand or an Australian work permit.
• Current WACOT Certificate for Teaching Staff

To be eligible to work as a teacher within a Catholic school in Western Australia, you must possess a teaching qualification that is recognised in Western Australia. Applicants are responsible for providing evidence of teaching qualifications; the School Education Act (1999) states that only a person holding a recognised teaching qualification can be employed.

 CONDITIONS OF EMPLOYMENT

The parties acknowledge that the following Conditions of Employment of Teachers in Catholic Schools in WA  (1996) is an official statement of the Catholic Education Commission of Western Australia and as such applies to all teachers employed in a Catholic school in Western Australia.

Conditions of Employment of Teachers in Catholic Schools in WA (1996)

1.         The Employing Authority
             1.1        In Diocesan accountable schools, the teacher is employed by the Bishop of the Diocese who delegates this power to the school board.

             1.2        In Order accountable schools the teacher is employed by the Congregational Leader who may delegate this authority to a school board or principal.

2.         The Fundamental Responsibilities of the Teacher
            A teacher is required, under the direction of the Principal, to contribute actively towards;

             2.1        the maintenance of the Catholicity of the school through a manner of life and stated beliefs which are in keeping with the teachings of the Catholic Church;

             2.2        the promotion of the religious instruction and formation of pupils in accordance with the directives and requirements of the Catholic Education Commission and the Bishop of the Diocese;

             2.3        the undertaking of appropriate accreditation programs, as required.

3.         Duties
           The teacher is required to;

             3.1        perform such duties, teaching and non–teaching, as are customarily rostered and shared by all staff;

             3.2        help ensure the provision of a Catholic perspective in the activities of the school;

             3.3        model the leadership that is appropriate for all members of the school community;

             3.4        keep abreast of current developments in educational theory and practice;

             3.5        demonstrate a pastoral concern for each member of the school community.

4.         Other Matters
             4.1              A full time teacher shall be permitted to engage in other employment provided that

(i)         such employment does not affect the teacher’s employment and professional responsibilities to the school. And

(ii)        the principal is notified

             4.2        Any fraudulent misrepresentation in the teacher’s curriculum vitae, or other documentation presented to the employer, which impacts on the employment contract of the teacher may result in the termination of the employment contract.

CEOWA Conditions of Employment   Teachers EBA     Non Teaching Staff EBA    Salary Schedule