part-time employees have similar career opportunities as other employees regular review of the arrangement roles – e.g. particular curriculum areas Job share Job sharing involves the voluntary sharing of the duties and responsibilities of one position by two employees. Job sharing arrangements can be very flexible and tailored to suit a variety of circumstances. Some job share arrangements work with two .6 positions and this provides for an overlap of time when both employees are at work. In other job share arrangements, such as two .5 positions, there is a need to ensure strong recording and communication processes are in place. benefits to the school can be demonstrated the arrangement has principal and colleague support students, parents and co-workers are well informed of the arrangement roles and responsibilities clearly defined job share partners are personally and professionally compatible job share partners have similar or complementary work philosophy communication strategies are well considered job share partners have similar career opportunities as their colleagues regular review of the arrangement benefits to the school and how potential issues can be addressed work and time schedules respective roles and responsibilities including hand over processes a communication plan proposed dissolution plan review period multiple skills and experience for one salary diverse perspectives mutual support mutual review and development increased motivation increased ability to cover for absences increased management and coordination load complexity in designing job share to match skills and accommodate individual differences communication ensuring career development dissolution additional cost where overlap is needed additional complexity in performance assessment
Flexible attendance arrangements Flexible attendance arrangements enable an employee and their principal to negotiate start and finish times and for employees to take time off without loss of salary on the basis that time lost will be made up. Flexible attendance arrangements can include Flexible start and finish times Flexible scheduling of work Compressed hours benefits to the school can be demonstrated arrangements are tailored to meet both the work requirements and personal needs work flow is flexible absence does not compromise service colleagues are experienced and knowledgeable employee is independent, dependable and has good organisational skills individual accepts the need to be flexible and available according to workflow requirements communication strategies are in place regular review of the arrangement benefits to the school work and time schedules communication plan coordination details review period capacity to respond to short-term high priority needs better matching workflow and staffing covering peak work times tailoring hours to meet individual needs tailoring hours to meet curriculum, student or other school programming requirements retaining full-time position while meeting multiple responsibilities difficulty of coordination over taxing individuals— trying to do too much may mask the need for reorganising work schedules altering workflow may impact on the capacity to meet unforeseen situations may not be possible for some classroom teachers Sabbatical Leave The sabbatical leave scheme is made up of a work period consisting of between one to four years at a reduced rate of pay, and a subsequent leave period of between 10.4 weeks to 52 weeks. Payment during the leave period can be 80% or 100% depending on the scheme being accessed. The conditions associated with sabbatical leave schemes vary for different types of employees. consideration is given to the taxation and superannuation implications of the reduced salary employee has carefully considered the financial implications of a reduced salary for the relevant work period the break is used to achieve a particular goal or purpose communication with the workplace is maintained during the break employee has planned the break and the return to work carefully benefits to the school benefits to the individual time and dates of leave details of who is affected proposal for coverage during the absence proposal for return to work arrangements retention and attraction of skilled employees new skills and renewed enthusiasm of employees ability to plan for absence in advance employees able to plan for absence at selected points in professional and personal life supports individual continuous learning and effort/costs associated with short-term replacement loss of continuity in staffing management load in maintaining communication during absence employees may find it difficult to judge the impact of reduced salary, and the taxation and