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DECD Aboriginal TeacherWorkforce: Key Directions and   Doorways to Success       MATSITI 2012 National     Conference, Jul...
Key Directions and     Doorways to Success• ‘No wrong door’ Approach• Key Directions• Secure Doors• Revolving Doors• Abori...
‘No wrong door’ Approach‘No wrong door’ approach to service delivery is embedded         in the Directions for the new Dep...
Key Directions• effective workforce planning• strong Aboriginal voice in policy development and  implementation• pathways ...
Secure Doors• proof of identity/Aboriginality• legislative and policy requirements• trial of Assessment Centre model to id...
Revolving DoorsRetaining our existing Aboriginal teacher workforce in the               school and preschool sector       ...
Aboriginal Teacher   Workforce Profile (school and preschool                   sectors)Age:                    Average is ...
Opening DoorsProviding exciting opportunities for the attraction ofhigh quality Aboriginal teachers• Aboriginal Teaching S...
Doorways to SuccessEffective career development and leadership opportunitiesCelebrating the careers of Aboriginal teachers...
Open Door PolicyListening and being open to new opportunities                                                10
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Key Directions and Doorways to Success

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Key Directions and Doorways to Success
Phil O'Loughlin and Tammy Edwardson, SAv Department of Education and Child Development

Presentation at Yamaiyamarna Paitya | Teachers are deadly! 2012 national MATSITI conference, July 9-11, Tarndanya (Adelaide), 9-11 July.
More Aboriginal and Torres Strait Islander Teachers Initiative.

Published in: Education, Business
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Key Directions and Doorways to Success

  1. 1. DECD Aboriginal TeacherWorkforce: Key Directions and Doorways to Success MATSITI 2012 National Conference, July 9 – 11, 2012 Phil O’Loughlin Executive Director Human Resources and Workforce Management DECD, South Australia 1
  2. 2. Key Directions and Doorways to Success• ‘No wrong door’ Approach• Key Directions• Secure Doors• Revolving Doors• Aboriginal Teacher Workforce Data• Opening Doors• Doorways to Success• Open Door Policy 2
  3. 3. ‘No wrong door’ Approach‘No wrong door’ approach to service delivery is embedded in the Directions for the new Department 3
  4. 4. Key Directions• effective workforce planning• strong Aboriginal voice in policy development and implementation• pathways into teaching programs including targeted scholarships and permanent employment• leadership and up skilling opportunities• Career Intention Survey for Aboriginal employees 4
  5. 5. Secure Doors• proof of identity/Aboriginality• legislative and policy requirements• trial of Assessment Centre model to identify Aboriginal people with high potential to teach 5
  6. 6. Revolving DoorsRetaining our existing Aboriginal teacher workforce in the school and preschool sector 6
  7. 7. Aboriginal Teacher Workforce Profile (school and preschool sectors)Age: Average is 43 years (46 years for entire teaching workforce)Gender: 77% Females and 23% MalesLocation: 60% in Metropolitan Schools 9% in Aboriginal/Anangu SchoolsClassroom experience: 43% are early career teachers (Between 0-4 year experience)Length of Service: 10 years average (17 years for entire teaching workforce) 13.64% are retained beyond 20 years service (41.03% for entire teaching workforce)Permanent Employee: 89.4%Strengths: Increased numbers through targeted scholarships and a high number in early childhood leadership positions Source: VALEO, DPC Workforce Information Collection, June, 2011 Note: FamiliesSA were not transitioned to DECD at this time. Classroom experience was based on 2010 data
  8. 8. Opening DoorsProviding exciting opportunities for the attraction ofhigh quality Aboriginal teachers• Aboriginal Teaching Scholarships of $10,000 & $20,000 (26)• Aboriginal Pathways into Teaching Pilot Program (10)• Aboriginal Recruitment Guarantee (29) 8
  9. 9. Doorways to SuccessEffective career development and leadership opportunitiesCelebrating the careers of Aboriginal teachers and leaders• Aboriginal Leadership Scholarship Pilot Program co- funded by MATSITI (2)• Aboriginal Leadership Register (launched in 2013)• Workforce Development - school leadership development programs (11) and career profiles of Aboriginal school leaders 9
  10. 10. Open Door PolicyListening and being open to new opportunities 10
  11. 11. 11

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