Outline the basics of the organisation, how many students, staff etc
Strategic Plan 2012-2017 Corporate priorities: Quality teaching and leadership High expectations, closing the gaps New and better ways of doing business The new Strategic Human Resources Plan is our 5 year commitment to drive significantly better outcomes for students and communities through improving the quality of our workforce. This Plan provides direction for our leaders to attract, manage and retain high performing staff and support them in improving our response to the needs of students and the well being of communities. The new Aboriginal Human Resource Development Plan (the Plan) is a commitment by the Department to an ongoing process for improving employment outcomes for Aboriginal people.
As a key enabler of the Department’s Strategic Human Resources Plan 2012-2017 , the Plan aims to: ensure Aboriginal employment is part of day to day business within the Department build a deep understanding of culture, respect and engagement support the achievement of the Department’s commitments in relation to equal employment opportunity strengthen leadership and management capabilities of Aboriginal employees. Strengthen partnerships with the NSW Aboriginal Education Consultative Group Incorporated and local Aboriginal communities. The Plan will be reviewed and refreshed during each year to reflect any new State or Federal Government directions or changes to the Department’s Strategic Plan .
We support Aboriginal SASS and paraprofessionals to train as teachers. Courses designed to accommodate staff working full time or part time. Special leave is a form of paid leave and is managed at the local/school level. We have increased markedly the Aboriginal SASS in schools. The designation of SASS positions for Aboriginal people in schools with significant Aboriginal student enrolments has resulted in 90 positions being filled from 2006 until June 2011. An additional 11 positions have been identified during 2011 and will be progressively filled following merit selection. The support for these staff members includes mentoring, an orientation program, and personalised support through regular telephone and email contact from Aboriginal Project Officers in the Human Resources Directorate. An orientation program for those Aboriginal School Administrative and Support staff appointed during 2010, their principals and mentors was held in March 2011. A further 20 positions will be identified for 2012. We are also identifying paraprofessional positions for Aboriginal people and supporting them to progress to teaching through scholarships or special leave provisions.
New permanently appointed Aboriginal school teachers receive support, additional to that provided by their school, throughout their first year of teaching to enable them to develop their networks at the local and regional levels. The Newly Appointed Aboriginal Teachers' Support Program includes: an orientation resource package; the provision of a mentor during their first year of teaching; network meetings and workshops at the local and regional level; and telephone/email contact with Aboriginal human resources officers. Newly Appointed Aboriginal Teachers' Support Program Make contact with your Aboriginal Regional Education team Attend local AECG meetings Don’t take on too much Make your self known in the local Aboriginal school community Be flexible Take full advantage of your mentor Feel free to contact our team regarding any issues
The Aboriginal Teacher Leadership Program was developed by the Department to support the leadership development of Aboriginal teachers and executive. HRD worked in consultation with AETD and NSW AECG Inc to develop. The program was piloted in four regions in 2010 with sixteen Aboriginal teachers and executive successfully completing the program. During 2011 the program was expanded to 6 regions with the participation of 24 Aboriginal teachers and executive. This individualised program comprises a number of components: Program components include: An initial two day Orientation Workshop Completion of a 360 Degree Questionnaire and self reflection. Development of a personal action plan that includes a Professional Learning Plan and Career Plan . Involvement in an Action Learning Project whereby participants undertake teacher research to address teacher practice and student learning outcomes in consultation with their school principal and the Regional Director. Job shadowing experienced school based staff and being mentored by an experienced school executive. Ongoing contact and catch up meetings (via videoconference and face to face where possible) throughout the program. An End of Program Summation and Celebration where participants will formally be recognised for their participation in the program and present their Action Learning Project. Support the development of professional networks amongst Aboriginal teachers and executive; Provide an individualised pathway for professional learning and development; and Improved success of Aboriginal teachers in applying for leadership positions.
Support the development of professional networks amongst Aboriginal teachers and executive
MATSITINational Conference Adelaide Teachers are Deadly 9 – 11 July 2012 NSW Department of Education and Communities Human Resources Directorate and Aboriginal Employment Unit, Staffing Services
I would like to pay my respect, and Acknowledge the traditional Custodians of the Land on which this meetingtakes place, of Elders past andpresent, and Aboriginal people who are present here today. 2
NSW Public School DemographicsI.Over 735,000 students are educated in more than 2,200government schools.II.Over 215,000 students with language background other thanEnglish (28.8% of students).III.More than 42,000 Aboriginal students.IV.More than 33,000 students with a disability.
Embedding Aboriginal TeacherEmployment in NSW public schoolsStrategic Plan 2012-2017Strategic Human Resources Plan 2012-2017Aboriginal Human Resource Development Plan 2012-2017
Aboriginal Human ResourceDevelopment Plan Aim of the Plan?• Ensure Aboriginal employment is part of day to daybusiness• Build a deep understanding of culture, respect andengagement•Strengthen leadership and management capabilities oAboriginal employees.
Promoting Employment and ScholarshipOpportunitiesEngage with the community to promote opportunitiesLiaise with Aboriginal interest groupsParticipate in Indigenous Jobs MarketsPromote scholarship opportunities for Aboriginal peopleEngage with tertiary providers across the State to support currentAboriginal and Torres Strait Islander teacher education studentsDevelop and strengthen positive relationships withcommunities/agencies/AECG and Aboriginal staff within NSW DET
Key Achievements in the Aboriginal Employment Unit Established the “Join Our Mob” recruitment strategy with promotion of initiatives across NSW Establishing a dedicated team of officers responsible for implementing employment programs for teachers and school administrative and support staff Increasing the number of Aboriginal teachers and executive in permanent positions across NSW public schools with 569 recruited between April 2004 and June 2012. Increasing the number of teacher education scholarships available exclusively for Aboriginal applicants including HSC students, university students and career changers- now 80 per year
Aboriginal Teachers & Executive Staff by Region
Snapshot of Achievements Increased representation of Aboriginal people Current Govt. Bench mark 2.6% DET 2005 DET 2007 DET 2009 DEC 2011 1.4% 1.9% 2.3% 2.8% Increased number of Aboriginal teachers - now 569 Increased number of School Administrative and Support Staff – 110 positions have been identified and filled from 2006 until May 2012.
Pathways to TeachingPaidleave for Aboriginal SASS and paraprofessionals who are undertaking approved Aboriginal education/teacher education coursesIncludescompulsory residential or block attendance requirements
Newly Appointed Aboriginal Teachers Support Program• an orientation resource package• the provision of a mentor during their first year of teaching• network meetings and workshops at local and regionallevels• telephone/email contact with Aboriginal human resourcesofficers.
Leadership Development for Aboriginalteachers and executiveAboriginal Teacher Leadership Program
Intended Program OutcomesCareer an professional learning planning forAboriginal teachers and executives;Provide an individualised pathway for professionallearning and development; andImproved success of Aboriginal teachers inapplying for leadership positions.
Connecting Aboriginal Staff•Winanggaay – Human ResourcesAboriginal staff intranet site•Regional Aboriginal Staff Networks•Dhuniai – Aboriginal staff network blog