The AEU’s secure employment campaign advocates for teachers and education support (ES) staff to be given secure, ongoing employment.
Contract employment is at unacceptable levels in Victoria's schools - posing a major problem for recruitment and retention in the public system.
Sub-branches should use the provisions in the Schools Agreement to translate as many eligible contract staff as possible into ongoing employment where there are vacancies.
Where there are no eligible employees in the workplace, but a genuine vacancy exists, these positions should be advertised as ongoing.
If you or your sub-branch needs advice or support, please email the Member Support Centre at email@example.com or phone us on 03 9417 2822.
In 2015, more than 120 AEU members provided personal submissions to the state government’s Independent Inquiry into the Labour Hire Industry and Insecure Work.
- Secure Employment campaign - Overview
- Secure Employment campaign - Valid reasons for contract employment
- Secure Employment campaign - Consultative committee checklist
Sample long-term planning documents, including workforce plans and contract audit templates:
What can your sub-branch do?
Long-term planning decisions are due by the end of November each year. By this time, all schools should ensure they have undertaken an audit of contracts and looked at workforce plans to establish:
- Whether there is capacity for ongoing positions at the school
- Whether there are eligible staff that could be translated to those vacancies prior to advertisement
- That any external advertisements are advertised as ongoing positions.
Remember, the Agreement (VGSA 2013) states: "…the standard mode of employment in the Teaching Service is ongoing. However, some fixed-term or casual employment will continue to be necessary."
If you need further information, please email the Member Support Centre at firstname.lastname@example.org or ring us on 03 9417 2822.