1 / 21

Wanneroo Education Network Selection Process Information Workshop 2014 Teaching Staff

Wanneroo Education Network Selection Process Information Workshop 2014 Teaching Staff. For all positions at all schools Jobs Online and/or JobsWA. electronic application on BigRedSky. Appointments. Individual assessment of merit as the basis for appointments and movement between schools

klaus
Download Presentation

Wanneroo Education Network Selection Process Information Workshop 2014 Teaching Staff

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Wanneroo Education Network Selection ProcessInformation Workshop2014Teaching Staff

  2. For all positions at all schools • Jobs Online and/or JobsWA. • electronic application on BigRedSky

  3. Appointments • Individual assessment of merit as the basis for appointments and movement between schools • Flexibility at school level to create staffing profile to meet student needs • School-level selection of all staff • National professional standards for teachers, school leaders and other staff

  4. Summary of new system Principal submits vacancy Principal selects from redeployee recruitment pool Principal selects from transfer recruitment pool Principal may consider other recruitment pools including Graduates and fixed term teachers If no suitable teachers, vacancy is advertised on JobsWA and teachers apply online Panel uses online system for recruitment and selection process Recommended applicant approved by principal and offer of employment sent Successful applicant accepts offer and commences

  5. NB There is no prescribed length, or format for Covering Letter or CV – just recommendations. • Consider the reader and what is a reasonable balance. • There is an expectation that you will be clear and concise

  6. Covering Letter and CV • Consider these in unison • They need to complement and add value to each other

  7. Covering Letter • In this process, the letter needs to demonstrate your capacity in relation to the: • Roles and Responsibilities • criteria in the context of the school/position.

  8. Covering Letter • Covering letter should project the applicant into the role. • What are the skills and competencies you bring to the position that will add value.

  9. In the CONTEXT of the position – how can you find out more about the context? • Address the KEY WORDS of each criterion • Assume the panel knows nothing about you • Knowledge of theory does not demonstrate APPLICATION of theory

  10. Carramar PS - Teacher - Primary - Years 2 to 4 - Pool IPS TCH176.12 (2).doc

  11. Context • Carramar Primary School (PS) is seeking to establish a pool for appointments to permanent and fixed term, full-time and part-time Year 2 to Year 4 teaching vacancies which may arise during the 2013 school year. Placements can be made from the pool at any time for commencements within the 2013 school year. • Carramar PS is an Independent Public School seeking enthusiastic, resilient and suitably qualified teachers who are committed to the school’s ethos and achieving the best educational outcomes for our students. As part of a supportive team, you will have the opportunity to make a lasting difference and contribution to the school community. • Suitable applicants will need to demonstrate their ability to work in a collaborative teaching and learning environment and be committed to building strong partnerships with parents and members of the school community. Applicants should have excellent communication and interpersonal skills, a strong understanding of the current curriculum, and a desire to develop the whole child through the provision of quality learning experiences. Your dedication to ensuring students are attaining key outcomes is also highly considered. • Situated in the northern suburb of Carramar, about twenty-eight kilometres from the city centre, the school caters for approximately 900 students from Kindergarten to Year Seven. At Carramar PS, it is our belief that the quality of the teaching and learning programs, relationships and learning environment is what maximises student learning.

  12. Context • Carramar PS has specialist programs across the areas of Languages Other Than English (LOTE – Italian), Physical Education, Visual Arts, and Music, where students are able to learn the trumpet, clarinet, guitar and flute. The school community works together towards a shared vision, which is: ‘To build a community where students, parents and teachers collaborate. We strive to develop partnerships with our community that foster life long learning’. • To be suitable for this role, you will need to demonstrate your competency against the following domains ( govern the National Professional Standards for Teachers): • Professional knowledge; • Professional practice; and • Professional engagement. • Applications will be assessed against these domains. The business needs of the school may also be considered. It is therefore recommended that you consider all information contained in the advertisement and any other related information before applying for the vacancy.

  13. AITSL National Professional Standards for Teachers.pdf

  14. Real or FACTUAL information which can be substantiated • Include OUTCOMES of your work • Indicate your use of INTERPERSONAL SKILLS throughout the examples • Convey being a MEMBER of a Professional Learning Community

  15. Convey STUDENT FOCUS and CLIENT FOCUS • Use PROACTIVE examples to indicate initiative • Provide evidence of CURRENT initiatives • Indicate competencies from previous jobs where relevant and how they relate to new position

  16. The transferable nature of your knowledge, skills and abilities • Consider the School Plan and professional learning initiatives Be aware that selection will be considered based on your particular strengths and the needs of the school.

  17. Emphasis the sections of the criterion you believe are most relevant • Engage the reader • Write in the FIRST PERSON identifying your role in the process • NO need to include photographs, letters of commendation etc

  18. CURRICULUM VITAE (CV) TIPS: WHAT PANELS WANT FROM APPLICANTS • CV’s which quickly enable decisions about interviews • Key achievements and relevant professional development • CV’s that demonstrate understanding of the employers needs • Clear links to the advertised position

  19. Ability to Illustrate relevant skills • Enthusiasm for the advertised role • Easily read applications • Understanding of School’s and Departmental values

  20. RATING SCALE A = WELL ABOVE REQUIREMENTS B = ABOVE REQUIREMENTS C = MEETS CRITERIA D = DOES NOT MEET CRITERIA

  21. Referees • Name, current title and relationship to applicant should be stated along with current contact details • Confirm they are willing to undertake role • Provide them with copy of your application • Confirm their contact details • REFEREES CAN BE CONTACTED AT ANY STAGE DURING THE PROCESS referee report example.doc

More Related