NSW Teachers Federation

a guide to teaching in rural or remote locations

ISBN 978-1-875699-79-7

Published by the NSW Teachers Federation, 23-33 Mary Street, Surry Hills NSW 2013

Authorised by Jenny Diamond, General Secretary, NSW Teachers Federation, 23-33 Mary Street, Surry Hills NSW 2010.

Disclaimer: Figures quoted in this document are current at the time of publication and are subject to change. Teachers should check figures for currency at the time of their inquiry.

13201

a guide to teaching in rural or remote locations

ContentsPreamble 3

Considering country service 4

Small and central schools 5

Teacher Housing Authority 6

Locality allowances 8

Know your entitlements 9

Placement of secondary-trained principals from PC2 and PC3 schools 11

Casual and temporary teaching 13

Travel allowances 15

Relocation subsidy 16

Transfers 17

Transfer expenses 21

Support for Federation members 26

Professional benefits for Federation members 28

Working to improve entitlements 30

Appendix 31

3

PreambleThis handbook is for teachers and trainee teachers who are considering teaching or have been appointed to a school in a rural or remote location. It:

• gives advice about considering country service

• outlines incentives and allowances available to teachers in certain rural and remote areas, and how to claim them

• outlines the professional and industrial support available to Federation members.

3

4

Considering country serviceTeaching in rural schools can offer a wide range of professional and personal oppor-tunities not offered in metropolitan areas.

The turnover of teaching and executive staff in many rural schools means there is a constant injection of new ideas and en-thusiastic staff at all levels. Often teachers in rural schools have earlier opportunities for a variety of professional experiences and responsibilities, and a greater share

in planning and management within the school.

Teachers living in rural areas usually en-joy being part of the community activities for which schools often provide a focus. Schools and teachers play a vital role in the social, cultural and sporting life of the community. Many teachers find themselves participating in a much wider variety of pur-suits than they ever thought they would.

Some basic adviceFederation advises all members to consider carefully the schools or school network areas in which they would be prepared to teach be-fore completing an application for transfer or employment with the Department of Ed-ucation and Communities (DEC). Members should list all the places where they are pre-pared to take up an appointment and should also ensure they fill in the codes appropriate-ly. It is worthwhile to conduct some research of your own on places where you have not been. Speak with teachers who have taught in rural communities to get information on the schools and the area.

Some teachers, anxious for a permanent appointment, agree to take up a position anywhere in NSW, but they end up disap-pointed because they made an uninformed decision. It is advisable to check the size of the communities you list, find out the actu-al distance from cities and regional centres and consider the impact that geographical isolation may have on your family.

Further information can be obtained from the Department’s Teach NSW website (www.teach.nsw.edu.au).

5

Small and central schoolsSmall schools

For the purposes of Federation policy, small schools are PP5 and PP6 class schools.

Small schools occupy a significant posi-tion within the public education system. Federation recognises that these schools re-quire special attention and support from the union, the Department of Education and Communities and the NSW Government. While the traditional image of small schools may be the isolated “bush” school, in reality small schools not only serve as the corner-stone of access to rural education, but also meet a wide range of education needs in di-verse urban communities.

Small schools provide a focus for commu-nity activities and contribute greatly to the social, cultural, educational and sporting life of the community. Indeed, without these schools many communities would cease to exist as regional small schools provide many services to their communities.

School resources should be provided on needs based criteria so that students and staff in small schools receive services at least equal to other students and teachers in NSW.

With appropriate support, small schools offer unique opportunities for quality, stu-dent centred education.

Small Schools CommitteeFederation’s Small Schools Committee oper-ates to improve the conditions for teachers and children in small schools throughout NSW. Teachers in small schools are encouraged to contact the committee if there are matters you believe need to be addressed. Send cor-respondence to the Small Schools Committee, NSW Teachers Federation, Locked Bag 3010, Darlinghurst NSW 1300 or fax (02) 9217 2470.

Also, refer to the M4 Small Schools infor-mation leaflet, which can be found in the Members’ area of the Federation website (www.nswtf.org.au).

Central schoolsA central school provides continuous educa-tion for students from kindergarten to year 12.

Federation reaffirms the view that cen-tral schools require specific staffing arrange-ments and resource provisions.

Central schools, perhaps more than all other types of schools, occupy an integral position in the communities they serve. In general, central schools service isolated and smaller rural communities. Staff, buildings and other physical resources, and school ac-tivities contribute greatly to the social, cul-tural and sporting life of the community.

Central Schools CommitteeThe Central Schools Committee has a special role within Federation to look after the interests of central schools. Each member of the commit-tee takes a number of schools “under their wing”.

The committee is elected by Federa-tion Council each year. Teachers in cen-tral schools are encouraged to contact the committee at NSW Teachers Federation if there are matters you believe need to be ad-dressed. Send correspondence to the Central Schools Committee, NSW Teachers Federa-tion, Locked Bag 3010, Darlinghurst NSW 1300, or by fax on (02) 9217 2470.

6

Teacher Housing AuthorityThe Charter of the Teacher Housing Au-thority (THA) states that the “principal object of the Authority is to provide and maintain suitable and adequate housing ac-commodation for teachers”.

THA services are primarily driven by client demand and are directed at isolated rural communities and areas of the state where there is an inadequate private rental market.

The website of the Teacher Housing Authority is www.tha.nsw.gov.au. This site provides a range of tenant forms including:

• Application for Housing — New applications for Teacher Housing

• Transfer Advice — Existing THA tenants who wish to relocate to alternate housing owned by the THA

• Vacancy Advice — Existing THA tenants who are vacating the housing

• Maintenance Request — For maintenance approval on one of our properties.

The THA:

• initiates, promotes, commissions and undertakes surveys and investigations into the housing needs of teachers;

• undertakes, promotes and encourages research into the design, construction and maintenance of housing suitable for teachers;

• plans the provision of a comprehensive and coordinated housing service for teachers throughout country NSW;

• provides, conducts, operates and maintains a housing service for teachers; and

• advises and makes reports and recommendations to the Minister in respect of matters relating to the housing of teachers.

The THA’s activities include:

• giving priority for housing to teachers who are required to reside in remote or difficult to staff locations

• achieving and maintaining high occupancy rates for the total housing stock

• ensuring that market rents are fairly valued and open to scrutiny

• ensuring that the quality of housing provided by the THA is consistent with the needs of teachers and the rents charged

• maintaining rental accounts and providing a comprehensive tenancy management service

• ensuring that all clients of the THA obtain an efficient service.

Federation has a Council-elected represen-tative on the Board of the THA.

7

Rental subsidiesThe Department’s rental subsidy for teach-ers occupying THA housing accommoda-tion is 90 per cent for teachers in eight transfer point schools and 70 per cent for teachers in six transfer point schools.

Teachers in eight and six transfer point schools who are seeking, but unable to ac-quire THA accommodation may be eligible for the Department’s rental subsidy while in private rental accommodation.

Teachers must have an active applica-tion for a THA dwelling to qualify for the private rental subsidy. That is, THA must confirm that it is unable to house you in a suitable THA dwelling before the Depart-ment will approve the private rental sub-sidy. THA standard housing is used as the benchmark for the rental subsidy for each eligible teacher who privately rents.

Teacher Housing Authority contact detai lsStreet address

McKell Building

Level 23, 2–24 Rawson Place

Sydney NSW 2000

Postal address

Haymarket Post Shop

Locked Bag 7

Haymarket NSW 1240

Key telephone numbers

Toll free 1300 137 343

Switchboard (02) 9260 2000

Fax (02) 9260 2060

Manager Tenancy Services (02) 9260 2011

Asset Manager (02) 9260 2022

Tenancy Service Areas

Northern NSW and Illawarra (02) 9260 2013

Riverina (02) 9260 2012

Central Western (02) 9260 2018

North Western (Bourke/Orange) (02) 9260 2014

Building Services (Assets)

Technical Officer (North) (02) 9260 2024

Technical Officer (South) (02) 9260 2005

Contracts Administration Officer (02) 9260 2025

Maintenance Officer (responsive) (02) 9260 2010

General inquiries

Email: thastaff@tha.nsw.gov.au

Website: www.tha.nsw.gov.au

Business hours

Monday to Friday 8.30am– 4.30pm

8

Locality allowancesThe locality allowance for teachers serving in schools in specified localities is to compensate for additional costs incurred in living in those areas. There is a higher rate for teachers with dependants than teachers without dependants.

Information on locality allowances can be found in the Crown Employees (Teachers in Schools and Related Employees) Salaries and Conditions Award (available on both Federa-tion and Department websites). Some of the allowances are paid automatically while oth-

ers will only be paid upon application.The provisions of the locality allowances are

in the Award at Schedule 3, Appendix A. This lists all the schools that qualify for the different allowances. Below is a brief summary of pro-visions available. However, you need to check whether your school is on the locality allowance list and if so, into which group your school falls.

A benefits calculator is located on the Teach.NSW website. It is easily found by entering “teach NSW benefits calculator” in to a search engine.

Medical, legal, dentalDepending on your location, you may be able to claim travel and accommodation for a teacher and dependent to obtain

legal, medical and dental services — or for the practitioner to travel to the teacher.

ClimateHot or cold climatic allowances are avail-able if your school is located in a particu-larly hot and/or cold area. A list of eligible

schools can be found at www.teach.nsw.edu.au/documents/locality_allowances_schools.pdf.

IsolationIf your school is listed in groups 1–10 you are entitled to an allowance for “isolation from socio-economic goods and services”.

The amount you get is dependent upon which group your school is in.

Vacation travelIf your school is in groups 1 to 7 you are enti-tled to payment for vacation travel — for either one, two or three vacations depending upon which group; if your school is not in groups 1 to 7 but is more than 720km from Sydney, you are entitled to one vacation travel payment; if your school is listed under Determination

21, you are entitled to one vacation travel (this can cover required overnight accommodation and distance payment). The Department re-quires you to lodge a claim for payment of this entitlement.

9

Know your entitlementsNew teachers and principals entering on duty are often unsure or unaware of their entitlements.

Incentives A benefits calculator is located on the

www.teach.nsw.edu.au website. You can easily find it by entering “teach NSW bene-fits calculator” in to a search engine.

Teachers who serve in eight, six and four point incentive schools are eligible to re-ceive a number of benefits. These include:

• priority for transfer to a preferred location after serving the required period of time in an incentive school

• four additional days per year are available for training and development for teachers in six and eight point schools. One additional day is available to teachers in four point incentive schools

• an extra week’s school vacation for teachers in schools in the western division of the state. This means that term 1 in each year commences a week later than the eastern division

• Personal leave (incentive schools) is available to teachers at all eight, six and four point schools. This leave is as follows:

• Eight point schools (two years) — five days personal leave

• Eight point schools (three years) — four days personal leave

• Six point schools — three days personal leave

• Four point schools — two days personal leave

Retention benefits

The schools to which the retention benefit incentive applies are:

Boggabilla Central School

Booligal Public School*

Boomi Public School*

Bourke High School

Bourke Public School

Brewarrina Central School

Bullarah Public School

Burren Junction Public School

Carinda Public School*

Clare Public School

Cobar High School

Cobar Public School

Collarenebri Central School*

Coonamble High School

Coonamble Public School

Enngonia Public School

Goodooga Central School

Gwabegar Public School

Ivanhoe Central School

Lightning Ridge Central School*

Louth Public School

Mallawa Public School*

Marra Creek Public School*

Menindee Central School

Mungindi Central School

Nymagee Public School*

Pilliga Public School

Quambone Public School*

Rowena Public School*

Tibooburra Outback School of the Air

Toomelah Public School

Tulloona Public School*

Walgett High School

Walgett Public School

Wanaaring Public School

Weilmoringle Public School

White Cliffs Public School

Wilcannia Central School

*Two year minimum service requirement

10

Teachers, executive staff and principals will be eligible for a gross payment of a $5000 retention benefit. It will be payable at the beginning of each school year that they remain in the school beyond the min-imum service requirement of three years (or two years in a small number of schools)

or in term 2 for teachers who have an ac-tive transfer application.

Teachers will be eligible to receive this benefit for a maximum of five years. The benefit is over and above the benefits al-ready existing.

11

Placement of secondary-trained principals from PC2 and PC3 schoolsAn agreement between the Department of Education and Communities and Federa-tion is outlined below. Federation contin-ues to pursue anomalies that arise because of this agreement.

1. The scope of the agreement relates to those schools classified as PC2 and PC3 and to those principals appointed to schools classified as PC2 and PC3 (whose total service history is in high schools and sec-ondary departments of central schools and who have secondary qualifications) and where the reclassification process leads to a lowering of the school’s classification.

2. The Department and Federation un-derstand that principals on appointment accept the location, current classification of the central school (that is, PC2 or PC3), status and salary outlined in the Crown Employees (Teachers and Related Em-ployees), Salaries and Conditions Award.

3. The Department will identify those principals who are currently appointed to PC2 or PC3 positions and, on an ongoing basis, those principals who are newly ap-pointed to PC2 and PC3 positions (whose total service history is in high schools and secondary departments of central schools and who have secondary qualifications).

4. This following arrangement is depen-dent on the fact that there is no suitable vacancy during each year for placement (for example, another PC2 or PC3 posi-tion). If, in the event the central school is reclassified during the normal Depart-ment reclassification process to one low-er classification band than the current in-cumbent (whose total service history is in

high schools and secondary departments of central schools and who has secondary qualifications), the principal may have the option of:

• a priority transfer to another PC2 or PC3;

• a priority transfer to a deputy principal position;

• a priority transfer to PP2 and PP3 position on a case by case situation; or

• retaining the original salary and position as PC2 or PC3 for up to three calendar years in the current school.

5. After the reclassification process, the central school will be appropriately classi-fied and staffed in accordance with the lev-el of classification. The salary will be paid to the principal at the correct status level and with the other component by way of allowance (for example, a school classified originally as a PC2 will be classified as a PC3, with the principal’s salary being paid at PC3 with an allowance to bring it to the PC2 level).

6. At the completion of the three years, the incumbent principal (who has secondary service/training) may have the option of:

• accepting the position at the current classification, status and salary, or

• a priority transfer (nominated) to the following position, dependent upon the original classification (for example, PC2 or PC3 to PP2 or PP3 position) on a case by case basis or to a deputy principal position.

7. The following arrangement is depen-dent on the fact that there is no suitable

12

vacancy during each year for placement, dependent upon the original classification (for example, another PC2 or PC3 position or to a PP2 or PP3 position) considered on case by case situations.

If the central school is amalgamated, re-located or closed, the principal (who has secondary service/training) will be placed through the normal priority transfer pro-cess and the current incumbent may retain the original salary for up to three calendar years in a new school as secondary deputy principal.

8. The normal procedures for reclassifi-cation, if the school enrolments increase, will operate for those principals (who have secondary service/training) on the recom-mendation of their Director and approval from the Director of Staffing Services in that the incumbent will be appointed to the higher classification.

9. Principals may also wish to access ei-ther compassionate or incentive transfers to positions at the appropriate salary and classification level (for example, principals with the status of PC2 and PC3 will be con-sidered for other PC2 or PC3 positions, and for PP2 and PP3 positions on a case by case situation or for secondary deputy principal positions).

10. Principals are eligible to apply for mer-it selection through advertised positions and also submit applications for a priority transfer (see the Department’s Promotion and Transfer Procedures for School Teachers 2012).

11. The Department and Federation agreed that the above special arrangements would not be used by either party as a precedent in relation to reclassification and levels of salary and/or status of primary, secondary or other central schools principals.

13

Casual and temporary teachingTemporary school teachers are entitled to the same pro rata allowances and ben-efits as permanent teachers. Temporary

teachers accrue transfer points in the same way as casual teachers.

Transfer pointsCasual teachers have been entitled to trans-fer points in schools that are allocated four, six, eight transfer points since the transfer point system was introduced. Since term 3, 1997, service in one and two point schools can be counted by casual teachers (but not retrospectively). Points are accumulated on the basis of years of service or pro rata service if less than the calendar year. For example, a casual teacher working in a four point school for two terms, five days per week would be entitled to two trans-fer points; a casual teacher working for the

whole year 2.5 days per week would be en-titled to two points at the point of access-ing a transfer.

Please note: transfer points accrued while working as casual or temporary will be halved upon the teacher taking up a permanent appointment.

The points accumulated by casual teach-ers and temporary teachers cannot be ac-cessed until after the teacher has met the minimum service requirements as a per-manent teacher (two or three year schools).

Teacher Employment Priority Scheme (TEPS) Casual teachers and temporary teachers who work in the public school system re-ceive betterments in terms of their priority date for permanent employment.

The TEPS system became operative at the start of term 2, 1999. There are three categories of the benefit connected with casual and temporary teacher service in three groups of schools.

• Category 1 — 50 days of service equals six months backdating of priority date

• Category 2 — 50 days of service equals 12 months backdating of priority date

• Category 3 — 50 days of service equals 18 months backdating of priority date

As an approximate guide:

• schools in Category 1 generally attract one transfer point per year

• schools in Category 2 generally attract two, four or six transfer points per year

• schools in Category 3 generally attract eight transfer points per year

Transfer points for each school are listed on the Department’s website (www.dec.nsw.gov.au).

The credit for service under this scheme will be automatic and should be provided to you by the Department once a year. The scheme also operates whether you are on the “active” or “inactive” list for permanent employment.

To accrue TEPS benefits you must hold a current application for permanent em-ployment with the Department.

Federation advises that while the scheme is automatically advised by the Department annually, individual casual

14

and temporary teachers should keep a re-cord of their own service to validate and/

or dispute the Department’s calculation.

Relieving in a P6 principal posit ionA casual teacher who replaces a principal in a P6 school (one to 25 students) and has met the pre-qualifying service of 10 days in the position, will be paid the daily equivalent rate of a P6 principal.

Where a P6 principal position has been

advertised and no permanent officers apply, and the casual teacher meets the selection criteria for the position, they may be appoint-ed to the P6 position on a temporary basis for the remainder of the year. The casual teacher would be entitled to the appropriate P6 salary.

Accommodation expenses in remote areasIn order to provide incentive for teachers in country areas to accept vacancies of more than one day, to which they would not or-dinarily be prepared to commute daily, the Department will pay accommodation costs in order to allow those teachers to fill the casual vacancy.

• A teacher must live more than 200 kilometres from the vacancy.

• The intended vacancy must not be more than one month’s duration and the locality of the teacher vacancy

must be at a school that is covered by the Teacher Locality Allowance award clause.

• The rate of payment (accommodation and sustenance) is at the same rate applicable to district relief teachers (that is, actual expenses less $4 per week).

It is very important that before accepting a position that the casual teacher inquires whether the vacancy meets the conditions outlined above and that the casual teacher keeps receipts of expenditure.

15

Travel allowancesTravel is paid at two rates — the official business rate and the casual rate.

Teachers must seek prior authorisation to claim travel allowance.

Official business rateThe official business rate is payable where the use of a teacher’s private motor vehicle on official business is authorised and the teacher is required to travel on official busi-ness using their motor vehicle on a regular

basis of at least once per week throughout the school year or travel a minimum of 400 kilometres during the school year.

Exceptions for this rate are outlined in the award (schedule 7, part B, clause 5.1).

Casual rateThe casual rate is payable to teachers who are authorised to use their private motor vehicle to travel on official busi-ness intermittently as opposed to regular use (as provided by schedule 7, part B, clause 5) for which the official business rate is paid.

Exceptions for this rate are outlined in the award (schedule 7, part B, section 6.1).

16

Relocation subsidyIf you are a teacher on your first appoint-ment, or have been re-employed, and are appointed to a school/college in the North West, Riverina or Western regions and have to move your residence more than 151 ki-lometres, you are entitled to a relocation subsidy.

• 12 cents per kilometre towards the cost of travel when moving 151–200 kilometres

• 12 cents per kilometre towards the cost of travel plus $1 per kilometre towards the cost of removing personal/household effects when moving 201 kilometres or more.

Your car must be comprehensively insured with the policy endorsed to indemnify the Crown. If you fail to serve for a complete school year the Department may ask you to refund any money paid by it. Put in your claim to the local Department office in the area of your new school.

17

TransfersTransfers

The Department of Education and Commu-nities procedures are entitled Promotion and Transfer Procedures for School Teachers 2012. It is important to read this information careful-ly. Please note that since 2009, only classroom teachers can apply for service transfers. Class-room and executive teachers including princi-pals are entitled to incentive, compassionate and nominated transfers where appropriate. All applications for transfer are completed and submitted online including the calcula-tion of transfer points and the school codes. It is important to fill in the correct school code numbers on your list of schools, because some schools have similar names.

You should always print and retain a copy of your transfer application for your records.

Upon appointment, you will receive a letter from the Department advising you of your “eligibility” for reimbursement of various costs — removal costs, stamp duty if purchasing a house and so on. Please note that this is an eligibility to apply for reimbursement and you will need to meet the criteria as set out in the Teachers Hand-book. This letter is not a guarantee that you are automatically eligible for all costs asso-ciated with your move or transfer.

Teachers accepting promotion or transfer-ring in a promotions position should be aware that the Department requires you to be “available for service” in the 12 months from the date of appointment. This means the Department may not look favourably on some forms of leave such as long ser-vice leave, leave without pay, study leave or participation in an exchange scheme in that 12 months.

Nominated transfersIf you are nominated for transfer before you have completed your service for an incen-

tive transfer, you will retain your status and transfer points for an incentive transfer.

Compassionate transfersClassroom teachers, executive staff (other than principal) and principals may apply for compassionate transfer at any time. The application remains

current until the applicant receives an appointment, withdraws his or her ap-plication, or his or her circumstances change.

Transferred Officers’ Compensation Determination No.1 of 2001

Compensation relating to this appointment is not payable unless the teacher satisfies the various requirements of Determination No.1 of 2001 (Ed. Gaz. No.17 of 12.12.01). Staffing Services has made the initial assessment to establish your eligi-bility for compensation. This appointment does meet the requirements of Clause 1(u).

Enquiries regarding entitlement to benefits should be made to:

• Employee Services Centre (North) — 1300 338 001

• Employee Services Centre (South) — 1300 338 002

18

An application for compassionate trans-fer will be approved only on the basis of exceptional and compelling circumstanc-es. These circumstances need to justify not only the request to move from the school to which the classroom teacher, executive staff (other than principal) or principal is presently appointed, but appointment to the schools to which the classroom teach-er, executive staff (other than principal) or principal is seeking appointment. Applica-tions must contain full and substantiated grounds and supporting documents.

Applications for compassionate trans-fer must be submitted online to the School Staffing Unit. The Director of Staffing

Services will make a decision regarding the status of the application. If an application for transfer is recognised as being valid on compassionate grounds, a decision about appointment to another school will be made by the School Staffing Unit.

Applicants for compassionate transfer will enhance their opportunity for appoint-ment by listing a number of schools on their preference list.

Teaching partners of classroom teachers, executive staff (other than principal) and principals appointed to and moving out of po-sitions in six and eight point schools will be provided with compassionate transfer status.

Incentive transfer proceduresService in some rural and isolated schools at-tracts a number of benefits, including trans-fer to a preferred location after the required period of service has been completed. Class-room teachers, executive staff (other than the principal) and principals in schools which attract eight or six transfer points, and the more isolated of the schools which attract four transfer points, are eligible to receive benefits under the incentive scheme.

Classroom teachers, executive staff (oth-er than principal) and principals in six and eight incentive point schools are eligible to apply for an incentive transfer after com-pleting three years of service.

However, in the schools listed below, teachers are eligible to apply for an incen-tive transfer after two years service:

•Clare Public School

•Enngonia Public School

•Goodooga Central School

•Louth Public School

•Tibooburra Outback School of the Air

•Wanaaring Public School

•Weilmoringle Public School

•White Cliffs Public School

•Wilcannia Central School

Classroom teachers, executive staff (other than principal) and principals in four point incentive schools are eligible for an incentive transfer after completing five years of service.

For service transfers, incentive trans-fer applicants codes must match the codes submitted by the receiving school in order to achieve a transfer.

Calculating transfer pointsIn calculating transfer points classroom teachers, executive staff (other than prin-cipal) and principals should note:

•transfer points for each school are listed on the Department’s website (www.dec.nsw.gov.au)

19

• transfer points are credited for all service as a permanent or temporary teacher

• transfer points are credited for all temporary and/or casual service for periods in excess of one term when the teacher becomes permanent and subsequently seeks a transfer as follows:

• service as a casual teacher for periods in excess of one term in four, six or eight point schools, transfer points are credited retro-spectively

• for service as a casual teacher in one and two point schools, transfer points are only credited if the service as a casual teacher for periods in excess of one term was from term 3, 1997 onwards

• for service as a temporary teacher, transfer points are credited if the service as a tem-porary teacher for periods in excess of one term was from term 1, 2001 onwards

• permanent part time classroom teachers and permanent part time executive staff (other than principal) accumulate transfer points on a pro rata basis

• in general, the points system weights service in the current school more heavily than in the previous school. The exception to this is that if a classroom teacher, executive staff (other than principal) or principal has been a nominated transfer to their current school, full points apply to both the school from which the classroom teacher, executive staff (other than principal) or principal was a nominated transfer and their current school

• transfer points for executive staff (other than principal) and principals are calculated on the basis of full points for each location and for each year served at the current executive level. Calculation of transfer points for

executive staff (other than principal) and principals is only relevant when applying for incentive transfers

• at the time of submitting an application for transfer, transfer points for any year should be determined according to where the teacher was located on day 1, term 2. That is, applications submitted during term 1 will not include calculation of transfer points for the current year

• fractional transfer points for part-year service equivalent to one-third of a year’s credit for each term or part of a term of service prior to 1987 and one-quarter of a year’s credit for each term or part of a term of service from 1987, will be credited in the following situations:

• where a classroom teacher, executive staff (other than principal) or principal is ap-pointed to a new position level or a first ap-pointment (classroom teachers only) which includes part of one year; or

• where re-employment has been gained or a classroom teacher, executive staff (other than principal) or principal has resumed duty after leave without pay for personal reasons at the same position level, which includes part of one year. Classroom teach-ers, executive staff (other than principal) or principals who commenced service in a new position level or a first appointment on or before day 1, term 2, may claim credit for one full year

• teachers who have been temporarily appointed to non-school based positions within the Department may claim the transfer points of the nearest school to their headquarters. Points for the school prior to taking up such an appointment are calculated at full points. Teachers who have been approved to work with other authorities may submit a special case for credit to the School Staffing Unit.

20

• approved leave, excluding leave without pay for personal reasons, attracts the transfer points of the school from which the leave was granted

• if a teacher has resigned and is later re-employed, both periods of service may be used in the calculation of transfer points. The transfer points for service in previous schools prior to re-employment are halved.

• schools that are now closed are not included in the transfer points list. Where teachers have had service in these schools, the school is deemed to have the same points as the nearest current school of the same type

• service in schools other than NSW government schools is not recognised for the purpose of calculating transfer points.

Transferred Officers’ Compensation Determination 1 of 2001A teacher (“officer”) who is transferred at departmental expense should in the first instance download a copy of the Trans-ferred Officers’ Compensation Determination 1 of 2001 and the associated Transferred Of-ficers’ Compensation Determination 1 of 2001Information Kit from the Department’s intranet. Go to A-Z of Directorates, Human Resources, School Teachers, Promotion and Transfer and both of these documents are available for downloading on this page.

Once the claim has been completed it is for-warded to Employee Services in either Newcas-tle or Wollongong for processing and payment. If there are any questions associated with the claim, the relevant Employee Services centre should be contacted in the first instance.

The determination:

• includes procedures in relation to the government contractor for the removal of household effects

• provides detailed information in relation to which types of expenses will be reimbursed under conveyancing and other costs

• provides all rates

• provides a list of the types of items that can be claimed under education of children

• includes definitions

• provides an undertaking to be used in accordance with conveyancing and other costs.

The conditions of the Transferred Officers Compensation Determination are discrete and should not be confused with incentive and/or retention/recruitment provisions.

21

Transfer expensesYou are eligible for transfer expenses if you transfer in the circumstances listed below and if you must, as a result of your trans-fer, leave your residence at one school lo-cation and move to a new one at another school location.

• At your request, where you have had at least five years service in your previous school, college, campus or institute (worksite), three years service in a relevant worksite in the far west of the state listed in the Promotion and Transfer Procedures for School Teachers 2012 — Schools attracting incentive transfer benefits as at August 2012 or two years at a relevant worksite listed in the Promotion and Transfer Procedures for School Teachers 2012 — Schools attracting incentive transfer benefits as at August 2012. You may aggregate service in two or more schools at the one country centre or in a metropolitan area to qualify for Transferred Officers’ Compensation Determination expenses.

• In order to obtain promotion.

• At the Department’s direction, as in the case of a nominated transfer/directed transfer.

• To take up a non-school/college based position of not less than two years duration, and to take up a school/college position by agreement after occupying a non-school/college based position.

• When transferring from other positions in the public service or NSW government instrumentalities, or between one teaching service to another — for example, between TAFE and the education teaching service — subject to certain conditions.

Transferred Officers’ Compensation De-termination expenses are not ordinarily paid where transfer or promotion moves take place “intra-town” or within the Syd-ney metropolitan area — defined as includ-ing the Central Coast, up to and including Gosford; out to Mount Victoria in the Blue Mountains; and down to and including Wollongong on the South Coast.

Obtaining accommodation in your new location on transferThe Department has changed its practice of allowing teachers taking up duty at the beginning of a school or college term to take one or two days special leave to find accommodation, and now declines re-quests for leave to find accommodation.

Teachers taking up duty other than at the beginning of a school or college term may be granted:

• up to two days special leave on full pay when necessarily absent from duty to find accommodation in your new location. You can claim reasonable expenses for

overnight accommodation and meals and reimbursement for the use of your car or a first class rail warrant for yourself and a member of your household

• up to two days special leave on full pay for packing and/or storing household effects

• special leave on full pay to travel to your new location

• one day of special leave on full pay for the combined purpose of cleaning old premises or settling into the new one.

22

Allowances for temporary accommodationYou may, under certain conditions, be paid an allowance to cover part of the cost of temporary accommodation. These allow-ances are payable to:

• a teacher who has to vacate her/his residence prior to departing for the new location and/or needs to secure board and lodgings for herself/himself and dependent relatives at the new location pending a residence becoming available. The Department advises that a teacher should not move until she/he has made

arrangements for a residence at the new location. The allowance is available for up to 13 weeks in a metropolitan area and up to 26 weeks elsewhere

• a teacher who is not maintaining dependent relatives at her/his home and is unable to secure permanent accommodation at a new location. This allowance is available for up to four weeks.

The Department will not pay for privately arranged board with relatives.

Allowance for excessive rentWhere a teacher is not being paid an al-lowance for temporary accommodation, as described above, and secures private rent-ed accommodation, she/he may be eligi-ble for an allowance towards excess rent. Excess rent is determined according to sal-ary. For this allowance, the Department requires evidence that the teacher has

applied to the Teaching Housing Author-ity and the NSW Housing Commission for accommodation and also tried and failed to secure cheaper accommodation. This allowance is only available, under normal circumstances, for up to six months, but an extension of this period may be consid-ered in exceptional circumstances.

Removal costsYour eligibility for removal costs will be con-tained in the appointment letter you receive from the Department. The removal of per-sonal and household effects is managed by a private contractor under government con-tract. The Department advises the contrac-tor of teachers eligible for removal expenses. The contractor then contacts the teacher to arrange removal. Forms for the inventory of furniture and any insurance proposals should be sourced from the contracted removalist.

You should note that there is a limit of 34 cubic metres for furniture and personal items. Removal expenses include the cost of insuring personal and household effects, while in transit, where they are valued up to an amount of $38,000. You are also entitled to reasonable costs for yourself and your dependents for meals and accommodation during your trip to the new location. The lo-cal Department office may be approached to receive an advance to cover these expenses.

Storage of furnitureA teacher who is unable to secure suitable ac-commodation at their new location may be re-funded reasonable costs for storage of furniture at the new location, cartage to and from the store and the cost of insurance where the value

of furniture placed in storage is up to $38,000.

This is conditional upon approval being granted by the local Department office before-hand. Outside the metropolitan area the refund

23

continues until the teacher finds suitable ac-commodation or for up to 26 weeks, whichever is the lesser period. In the metropolitan area, the

refund for storage only continues for 13 weeks unless the Department agrees that no suitable alternative accommodation is available.

Transport expensesA teacher wishing to use her/his own motor car to travel to the new centre must obtain prior approval from the local Department office. In general, an allowance is payable at the specified journey rate provided the teacher has affected a policy of insurance or indemnity in respect of a particular jour-ney. Both the Government Insurance Of-fice and the NRMA have these as standard in their comprehensive insurance policies but teachers insured with another company must ask to have this inserted in their policy prior to moving.

Expenses actually and reasonably incurred for meals and accommodation during the

journey will be paid. Receipts must be provid-ed indicating the amount of expenditure.

If travel by motor car is not possible, teachers and their families are entitled to first class rail warrants, with sleeper if neces-sary. Warrants are available at their current local Department office, not the Department office to which the teacher has been appoint-ed. Teachers may be entitled to use a carrier or taxi at both ends of the journey but must approach their current local Department of-fice about this. If there is insufficient time to get a rail warrant, keep all tickets. Teachers are entitled to expenses incurred for meals en route.

Disturbance al lowanceA transferred teacher is entitled to a distur-bance allowance of $1126 as long as they have removed household furniture and personal ef-

fects and so on to the value of $7037 or more.

Where the value is less, the allowance is paid on a pro rata basis.

Education of childrenThere are costs associated with the edu-cation of children that are reimbursable, including:

• board and lodging according to the Transferred Officers’ Compensation Determination terms in respect of dependent children undergoing secondary education in year 12 at

a school in the teacher’s previous location when elected subjects are not available at a school at the teacher’s new location

• the cost of essential school clothing which must be replaced or purchased where a change of school results from a transfer to a new location.

Removal costs payable on retir ingSubject to certain conditions, a teacher who retires or is medically retired may be refunded reasonable costs incurred

in moving their personal and household effects to a location of their choice.

Solicitor

In relation to buying or selling a residence, teachers are advised to engage a solicitor of their choice.

24

Conveyancing and other costsFor full details see the actual Transferred Officers’ Compensation Determination.

The maximum amounts claimable are lim-ited to that payable in the sale and purchase of properties, up to $520,000 in each case.

A teacher who, as a consequence of their transfer, sells a house at their former location and buys a house or land upon which to build a house at the new location, is eligible for conveyancing and other costs subject to the following conditions:

• The sale of the first house and the purchase of the new house or land must take place not earlier than six months prior to the actual transfer and not later than four years after the transfer. The four-year period relates to the date of settlement and not to the date of exchange of contracts. When the four-year period has been exceeded the teacher should still apply, as the Department will consider individual cases on their merits.

• A teacher who owns a house at a previous location but who finds it necessary to live in rented accommodation on a number of subsequent transfers may still be eligible for conveyancing and other costs if:

• not more than eight years has elapsed since the original transfer

• the teacher sells her/his house not more than six months before the original transfer and not more than four years after the time of transferring to the latest location, and purchases the new house not more than six months before the most recent transfer and not more than four years after it.

The costs that the teacher may claim are outlined below.Reimbursement on purchaseSolicitor or conveyancing company expenses:• agency fee

• enquiry fees

• government stamp duty

• registration fee

• search fees

• solicitor’s professional or conveyancing company costs on mortgage

• solicitor’s professional or conveyancing company costs on purchase

Mortgage expenses:• building society registration fee

• document handling fee

• establishment fee

• financial institution charges (excluding duties or other charges that can be claimed as a tax deduction)

• loan security duty

• registration and agency fee

• search fee

• settlement fee

• solicitor’s costs

• valuation fee

Incidental expenses:• building inspection

• Certificate of Compliance

• electricity reconnection

• gas connection

• local government rates levied in respect of the former residence for any period during which the former residence remained untenanted if the purchase transaction is completed prior to the sale of the former residence.Reimbursement is subject to the officer providing acceptable evidence that reasonable efforts have been and are

25

being made to sell the former residence at a fair and reasonable market price

• mail redirection (up to one month)

• pest report

• survey report (survey of boundaries only)

• telephone reconnection

Note: The above incidental expenses are not claimable in respect of erection of a residence on a block of land.

Reimbursement on sale• agency fee

• bank charges

• enquiry fees

• mortgagee’s cost on discharge

• other, such as courier fees and petty disbursements

• real estate agent’s commission

• registration and agency on discharge

• search fees

• solicitor’s professional or conveyancing company costs on mortgage

• solicitor’s professional or conveyancing company costs on sale

Note: The above “reimbursement on sale” items are not claimable in respect of a va-cant block of land, unless the relocated of-ficer is able to show that the erection of a residence on the block of land was immi-nent and would have commenced had the officer not been transferred.

Non-reimbursableThe following costs are not reimbursable on a conveyance claim:

• advertising costs associated with the sale of a residence

• advertising fees

• any costs associated with caravans or

mobile homes

• any costs which are not standard conveyancing costs on either sale or purchase transaction

• auction fees

• cost of conveyancing kits

• deposit bonds

• electricity inspection

• guarantee bonds

• initial connection costs on telephone/electricity/gas

• licence agreement

• maintenance costs associated with swimming pools, stables, tennis courts, bird aviaries, kennels, fences, plants; any type of repair work to building(s) on land sold or purchased; solicitor’s costs associated with these items

• mortgage insurance

• penalty fees for late payment of stamp duty

• penalty fees on early discharge of mortgage

• placing of caveat on title after exchange of contracts

• plumbing inspection

• power bonds

• progress repayment fees on mortgage

• progress valuations on mortgage

• right of carriageway or other easement costs

• solicitor; electrical inspector; transferred officer labour and vehicle costs

• solicitor’s costs on will, Family Court, divorce proceedings

• subdivision costs

• swimming pool certificate

• transfer of water licence.

26

Support for Federation membersNew Activist Country Observer Program

Federation has a policy entitled “Our Stu-dents Our Future”. From this policy, a strategy has been developed to support recruitment and activism among country teachers.

It is envisaged that 24 teacher activists will attend Council each year, as a group of eight Country Observers to three Councils. Each Country Observer will attend one Council meeting.

Members are encouraged to apply as an observer at Council to see their union at work and gain an understanding of how Council decisions are made.

There is an expectation that Observers will become involved in other forums at the Council they attend, as appropriate, such as Women’s Caucus and the New Ac-tivists Lunch.

Country Women’s Observer ProgramOpportunities are provided by Federation for country women members to attend Federation Council in Sydney as Autho-rised Observers.

If a country association is represented only by a male Councillor(s), then that As-sociation is eligible to apply for two Wom-en’s Authorised Observer visits to Council per year.

These visits can either be taken by:

• one woman at two different Councils;

• two different women at two different Councils; or

• two women at the same Council.

For further information, contact the Trade Union Training Officer or Women’s Coor-dinator, on (02) 9217 2100 or 1300 654 369.

OrganisersEvery Federation member has an Organ-iser to turn to for support and advice. Country Organisers are based in Feder-ation’s Regional Offices around the state. For details refer to Federation’s website at

www.nswtf.org.au or page 2 of the Federa-tion journal Education in most editions. All regional Federation offices accept reverse charge calls.

Communications/WelfareFederation has communications advisers and Welfare Officers to provide advice and

assistance. Phone 1300 654 367.

Association meetingsAssociation meetings provide an excellent opportunity for teachers in rural areas to raise issues, discuss ideas and develop pro-

fessional and social networks. These meet-ings are an important decision making fo-rum as decisions made at this level make

27

a difference, so please use this forum to voice your concerns.

To see how the union’s structure works, refer to the Federation structure flow chart (Appendix 1).

New Educators NetworkThe New Educators Network is an import-ant group which links new educators across the state and aims to ensure that they are supported in their activism at school, As-sociation and Council level. A New Educa-tors Contact person should be elected by associations every year.

Federation Workplace Committees

Federation Workplace Committees have been established to assist Federation Rep-resentatives and Women’s Contacts to sup-port members in the workplace and im-plement Federation campaigns at the local level.

NewslettersFederation publishes Small Schools and Central Schools newsletters, distributed to

the Federation Representative.

Website and appsAt www.nswtf.org.au there is a wealth of information, advice and contacts for mem-bers. You are urged to refer to the website in the first instance for advice.

Apps have been developed for smart-phones and tablets. They include the NSWTF Card app which contains important contact details, information about a range of employment conditions and rights, de-tails of Federation courses and conferences and a calendar outlining key dates in the school year.

The NSWTF journal app enables mem-bers to read about current issues on their mobile device.

Members can download these apps from the App store for iPhones and iPads, or from your Google account if you have an Android device.

28

Professional benefits for Federation membersTrade Union Training

Rural teachers are encouraged to attend Trade Union Training courses conducted by Federation. Each year more than 80 cours-es, seminars and conferences are offered. Federation will fund successful applicants to attend courses which are run at Teach-ers Federation House in Sydney and also in regional areas. Course details and ap-plication forms can be found in Education, usually in the first editions of terms 1 and 3, online at www.nswtf.org.au/services.html or by contacting your regional Federation office. Generally teachers can access up to 12 days Trade Union Training leave in any two year period. Federation pays casual re-lief costs together with travel, accommoda-tion and a meal allowance for teachers to attend courses, where appropriate.

Federation conducts a range of train-ing courses for members. Core courses are training activities offered every year as a regular part of the program. Campaign courses are designed to meet the specific needs of particular groups of members, or in response to a particular issue.

Federation is an endorsed provider of registered professional development. Most Trade Union Training courses are Institute accredited. Please refer to the Services section of Federation’s website for details around accreditation for specific course hours.

The core courses are listed below.

•Beginning Teachers

•Fundamentals for Fed Reps and Women’s Contacts

•Women’s Fundamentals

•Communicating and Negotiating Skills for Fed Reps and Women’s Contacts

•Skills for Aboriginal Councillors

•Skills for Federation Councillors

•Association Treasurers

•Association Presidents and Secretaries

•New and Relieving Principals

For a brief description of the targeted par-ticipant group and the course content, visit Federation’s website.

Beginning Teacher Conferences

Beginning Teacher Conferences are open to all new (beginning) teachers who are employed as full time, temporary or ca-sual teachers by the Department of Edu-cation and Communities in the schools sector, and are located within a reasonable travelling distance of the conference. The conference and all materials are funded by Federation, along with accommodation (if appropriate), meals and travel assistance.

Conference locations include:

•Broken Hill

•Lightning Ridge

•Coonabarabran

•Corowa

•Newcastle

•Bundanoon

•Gosford.

29

One-day (Saturday) conferencesOne-day conferences are held on a Satur-day starting at 9am and finishing at 4.30pm.

Two-day (weekend) conferencesThe two-day (weekend) conferences start

at 9am on Saturday morning and finish at lunchtime on Sunday. A conference din-ner is held on the Saturday night and ac-commodation provided to all participants from outside the township.

Centre for Professional LearningThe NSW Teachers Federation has estab-lished the Centre for Professional Learning to provide high quality professional learn-ing and support for Federation members in a range of educational areas. The courses aim to provide practical, tested and well researched approaches to issues that face teachers every day at the school level.

The Centre for Professional Learning also aims to offer programs that are useful

across the spectrum of a teacher’s career from the early years of teaching to the ex-perienced and leadership levels.

All Centre for Professional Learning courses have been accredited. Financial members of the NSW Teachers Federation are eligible to apply to attend the cours-es. Please see the Centre for Professional Learning’s website for details.

Information leafletsFederation has a series of leaflets aimed at supporting members. M1 Advice for new scheme teachers and M5 Maintenance of ac-creditation may be of particular interest to teachers undertaking the accreditation

process. Other leaflets provide informa-tion about leave, teacher rights and separa-tion from service. The leaflets are available from the Members’ Area of the Federation website.

Casual and Temporary Teachers HandbookThe Casual and Temporary Teachers Hand-book provides specific advice for casual, beginning and temporary teachers. The

handbook is available from the My Work/Casual and Temporary Teachers section of the Federation website.

30

Working to improve entitlementsAs a result of political lobbying, negotia-tions and pursuing cases in the Industrial Relations Commission, Federation has suc-ceeded in achieving benefits (incentives) for teachers in rural and remote locations.

Federation is committed to pursuing betterments to the current set of incen-tives. The enhancements being pursued are to both attract and retain teachers in rural and remote areas. In addition to the existing benefits, teachers in isolated, re-mote or climatically difficult locations need to be better compensated to reduce the effects of distance on their personal and professional lives during their country service. Federation contends that teachers should be provided with further incentives to extend their rural teaching service be-yond the minimum period before deciding to transfer.

Rental subsidy for four point incentive transfer schoolsHaving achieved a rental subsidy for eight and six point schools, Federation contin-ues to pursue a rental subsidy of 50 per cent for four point incentive schools.

The Priority Temporary Teacher SchemeFederation is pursuing negotiations with the Department on providing permanent status to teachers who serve for two or more years in a temporary appointment at an incentive transfer school.

31

Appendix: NSW Teachers Federation structure