RATIONALE
The College aims to recruit teachers and support staff of the highest quality in line with its Mission and Vision Statements. The College values its staff members, whether they are employed part-time, fulltime or as casuals. It seeks to provide a healthy and safe working environment and recognises the importance of support, through supervision, professional development and clarity with regards to the employees’ rights and responsibilities. The Principal of the College has the power to engage, within budgetary constraints, such aides, assistants, instructors and other educational staff that are required for the proper educational functioning of the College.
The College welcomes all potential applicants to email their resume, academic transcripts and employment references to:
Recruitment
At email: sccmails@gmail.com
For the following positions:
- NSW Accredited and Experienced Teachers in Maths, English, Physics, Chemistry, Legal Studies, Business Studies, Biology, SDD, IPT, Languages.
- University and TAFE Accredited and Experienced Teachers in Business, Management, Leadership, IT etc.
- Qualified and Experienced A.C.E. Supervisors.
IMPLEMENTATION
1. Criteria for Teaching Staff
The following criteria are applicable for use in the selection process:
- Demonstrated personal relationship with Jesus Christ as Lord and Saviour
- Graduate qualifications
- Teaching experience in a Christian College
- Teaching experience in other College systems
- Commitment to professional development with regard to Christian education
- Empathy with children and an awareness of their needs at different developmental stages
- Personal qualities e.g. life experience and maturity
- Approach to behaviour management and discipline
- Willingness and ability to work with colleagues
- Commitment to teaching at this College over time
- Suitability for a particular age group of children
- Particular skills and abilities that would be an asset for the College.
2. Interview Panel Process
The Principal, in consultation with the Board of Management, confirms that a vacancy exists or will soon exist and determines the terms and conditions of employment.
The Principal reviews the existing Position Description for currency and consults with the Board on changes. The Position Description will be the basis for advertising, short listing applicants, formulation of interview questions and selection of the successful applicant by the interviewing panel.
For all staff positions, the Board and the Principal act as the interview panel. The interview panel must be not less than two and not more than 4. If the Board is not available, the Principal represents the interview panel for all staff positions.
Recruitment for the position of Principal shall consist of an interview panel comprising either 4 or 6 members of the College Board. For the position of Principal, the Board may enlist the services of an independent advisor with specialised expertise to provide advice to the Board. This independent expert will make a non-voting contribution.
The Principal will prepare a critical path for recruitment, selection, notification and employment identifying time frames for advertising. The advertisement will inform applicants on how to obtain the position description (website, email, post) and will request hardcopy or email applications with CV and three reference contacts.
Applications received after the closing date may be accepted in exceptional circumstances at the discretion of the Board. The Principal reviews all applications, except in the case of Principal applications, initially short listing the applications and discarding those that do not meet essential criteria. In the case of recruitment of the Principal, all members of the Board will review all applications.
The Board, in the case of Principal, and Principal, in the case of all other staff, will convene before the interviews and review the applicants independently of each other prior to interviewing, and selecting applicants based on essential and desirable criteria. A short list for interview is prepared.
Any conflicts of interest with regard to applicants are noted and acted upon. Interview questions will be prepared based on essential and desirable criteria. It is essential that appropriate interview questions are collated dependent on the position advertised.
The Principal will make all applicants aware of the recruitment process. In the case of recruitment of the Principal, this responsibility will be assigned to a designated member of the Board.
Unsuccessful applicants will be informed promptly and those short listed will be contacted by the Principal to arrange interview times. Board members are notified of interview date(s) with the expectation that they will be required to prioritise this time.
In terms of equal opportunity, all applicants must be asked the same questions that are formulated with regard to essential and desirable criteria.
At least two referees for each suitable applicant are contacted.
Selection is completed and reasons for selection recorded.
The College Board will act promptly to ratify the appointment unless it conflicts with budgetary constraints. Any “conflict of interest” must be declared prior to this process.
Successful and unsuccessful applicants will be notified by phone if possible, and then by mail, by the Principal or person so appointed.
The successful applicant is engaged on agreed terms suitable for the College’s purposes.
The Principal or delegate may provide post interview feedback to unsuccessful applicants if requested.
3. Criteria for Non Teaching Staff
The criteria will be appropriate to the responsibilities and tasks identified in the Position Descriptions as appropriate to the particular role, and the needs of the College at the time.
4. Recruitment Process
Recruitment will be conducted with regard to clear process, fairness, and responsibility. Every position advertised will be treated with the sensitivity, care and respect every person deserves.
It is desirable that both genders are represented on the Board interview Panel in order to be representative of the College community.
Members of interview panels must be aware of the requirements of relevant legislation regarding Anti-Discrimination and Privacy; and be fully cognisant with the Independent Teachers Award, and other Independent Awards which relate to ancillary staff.
The status of the vacant position – permanent full time, permanent part-time, temporary, casual or contract - must be defined prior to recruitment.
The Principal or delegate will:
- Check successful applicant’s residency status on their visa (if applicable) to ensure they are eligible to work in Australia.
- Ensure that Child Protection legislation is enacted and that police screening is conducted for all adults working with, or in the vicinity of children.
- Ensure that a standard Letter of Appointment is provided for all staff, setting out Conditions of Employment including reference to the relevant Agreements and Classification, standard hours etc.
- Ensure that accurate records of the staff selection process for each employee are kept, and that unsuccessful applicant’s records are destroyed within 3 months of the position being filled.
5. Advertising
The College is not obliged to externally advertise all vacancies although it is considered good practice to advertise main teaching and other staff positions internationally, nationally and in the local press as well the College Newsletter when deemed appropriate. Vacant positions are advertised no less than one month before the closing date for applications.
6. Relief Teachers
Prospective relief teachers may send their applications to the Principal who will select applicants to be interviewed and assessed for suitability. The Principal or delegate will ensure that Child Protection legislation is enacted and that police screening is conducted for all adults working with, or in the vicinity of children.
Periodically the Principal will review the availability of adequate relief staff and advertise through the newsletter or local papers as necessary.
7. Policy Review
The College reserves the sole right and discretion in reviewing and amending this policy.