ap applicant letter for website · nominated referee together with accompanying letter. please make...

Dear Applicant, Thank you for your enquiry regarding the position of Assistant Principal Attached are the following: • Application for a Teaching Position for you to complete • confidential report forms to be completed by your Parish Priest, current

Principal/Employer, Head of Cluster/Area Administrator/Supervisor and other nominated referee together with accompanying letter. Please make sufficient copies to distribute to your referees.

• criteria for Assistant Principal selection for Catholic Systemic Schools • Child Protection: Requirement for Applicants ; Prohibited Employment Declaration;

Working with Children Consent Form Your application form and written response to the criteria must be returned to this office on or before the closing date for applications. The Referee Reports should also be returned by the closing date. It is important to speak to each person who will be completing a report assuring them of the confidential nature of this report. As you are aware the report will be used to contribute significantly to the appointment process. It is necessary to inform them of the time frame for returning reports. Thank you for your assistance in this matter. I wish you well in your application for this important leadership position. Yours sincerely,

Jane Comensoli Head of Employee Services JC/mc

Catholic Church Offices 86-88 Market Street

Wollongong NSW 2500 (LMB 8802 Wollongong 2500)

Phone: +61 2 4253 0800 Fax: +61 2 4253 0808

www.ceo.woll.catholic.edu.au [email protected]

ABN 67 786 923 621

Application for a

TEACHING POSITIONExternal Applicants - not currently in employment with the Catholic Education Office, Diocese of Wollongong.

Surname: Mobile:

Given Name(s): Email:

Title (Mr., Mrs., Ms., Miss, Dr.): Date of Birth:

Previous Name(s): Place of Birth: (City, State, Country)

Residential Address: Country of Citizenship:

Postcode: Australian Residency Status: Yes / No

Postal Address: Marital Status:

Postcode:

Phone: Religion:

SECTION 1 PERSONAL DETAILS

DIOCESE OF WOLLONGONG

CATHOLIC EDUCATION OFFICE

1. It is your responsibility to know if you are a teacher within the meaning of the terms of the NSW Teachers Institute Act. The CEO cannot give this advice.

2. Please note you are responsible for obtaining a reference from your Parish Priest, Minister or another significant person. (Attachment F)

3. You must complete all fields and fill in all spaces required4. All documents must be attached to the completed form. Partially completed forms or forms without full

documentation will be returned.5. Forward this Application to: “Address given in the advertisement.”

Title of Position applied for: _______________________________________________

School Name / CEO: _____________________________________________________

Position Vacancy No: _____________________________________________________

INSTRUCTIONS - PLEASE READ THESE CAREFULLY

Are you of Aboriginal or Torres Strait Islander origin? (Persons of both Aboriginal and Torres Strait Islander origin should mark BOTH boxes)

No Aboriginal Torres Strait Islander

Is English your first language?

If NO, did you study for your qualification in English in a country where English is an official language?

Have you undertaken the International English Language Testing System (IELTS), Academic Modules Assessment, a Professional English Assessment for Teachers (PEAT), or an equivalent within the last 12 months?

Attach a copy of your most recent IELTS, PEAT or equivalent, if applicable.

Yes No

Yes No

Yes No

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1. Are you a member of the NSW Institute of Teachers? Yes No

2. If you are a member, please provide your Membership Number:

3. If you cannot provide a Membership Number please indicate the reason below:

3.1 I was qualified and teaching (BOS subjects) in NSW, sometime in the five years before 1 October 2004

3.2 My application is now with the Institute

3.3 I am unaware of the Institute and its requirements

3.4 I will be joining the Institute with this application

ANY OTHER TRAINING / COURSE / QUALIFICATION

SECTION 3 EDUCATION

SECTION 2 NSW INSTITUTE OF TEACHERS

New scheme teachers e.g. newly graduated teachers, interstate and overseas teachers intending to teach for the first time in NSW from 1 October 2004 must complete the NSW Institute’s Form A. Qualified teachers (also deemed new scheme teachers) returning to teaching in NSW after an absence of five or more years, must complete the Institutes Form B.

The forms can be downloaded from the website: www.nswteachers.nsw.edu.au

SECONDARY EDUCATION

Highest Qualification: Year Taken:

School:

RELIGIOUS EDUCATION QUALIFICATION

Institution Years Attended Qualification Gained Date Awarded

Institution Years Attended Qualification Gained Date Awarded

2.1 What is your accreditation level? ______________________________________

TERTIARY EDUCATION

Degree:_________________________________________________ Institution:___________________________

Masters Degree: _________________________________________ Institution:___________________________

Other: __________________________________________________Institution:____________________________*Please provide University or College transcript of Academic Results, either the original copies or verified as true copies of the original by an authorised representative of the Catholic Education Office or a Justice of the Peace, where the degree or qualification has been completed since commencing employment with the Diocese of Wollongong.

I am qualified to teach:

Primary Secondary - Teaching Subjects:

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School and Address Position Classes / SubjectsP/T or F/T

YearFrom To

Number Completed Terms

OTHER EMPLOYMENT

Occupation EmployerYear

From To

TEACHING EXPERIENCE

TOTAL YEARS / TERMS

SECTION 4 EMPLOYMENT RECORD

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5. Do you have any significant vision, voice or hearing loss or impairment?

If yes, please provide details, including dates.

3. Have you in the last 3 years had 10 or more consecutive days leave for sickness?

If yes, please provide details, including dates.Yes No

4. Have you ever suffered from any mental or emotional disorders, including an anxiety or depressive state which requires medical support?


Yes No

SECTION 5 HEALTH AND EMPLOYMENT

1. Do you have any current health problems which may impact on your capacity to carry out the duties of the position?

If yes, please provide details.Yes No

2. Are you taking regular medication prescribed by a medical practitioner which may impact on your capacity to carry out duties of the position?

If yes, please provide details including medication, reasons for use and dates.Yes No

Applicants are asked to complete all of the Health and Employment Declaration and to provide any supporting or explanatory material. The information is necessary in order to assess each applicant’s eligibility for employment. This information is confidential.

DETAILS REQUIRED INCLUDE THE NATURE OF A HEALTH CONDITION, PAST AND / OR PRESENT TREATMENT, AND FULL NAME OF THE DOCTOR OR SPECIALIST CONSULTED. IF THE SPACE AVAILABLE IS INSUFFICIENT, PLEASE ATTACH SEPARATE SHEET(S).

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6. Have you ever been rejected or deferred as medically unfit for service in the armed forces, for life insurance, for permanent appointment to a public sector position or to participate in any superannuation scheme?


7. Have you had any surgical operation, a serious accident, or any serious medical condition not otherwise mentioned that requires hospitalisation and may impact on your capacity to carry out the duties of the position?


8. Have you ever been a recipient of workers compensation payments or benefits (wages, medical expenses or injury lump sum redemption)?

If yes, please provide details: Years: State: Yes No

Teaching positions are child-related employment. Preferred applicants will be subject to screening checks required by relevant NSW Child Protection Legislation.

A Working with Children Background Check Consent and a Prohibited Employment Declaration are supplied for completion and return with this application. See Attachments D and E.

Have you ever had your registration, licensing, or classification as a teacher or any other entitlement to teach cancelled or suspended or withdrawn in Australia or any other country?

Have you ever been refused registration, accreditation, licensing, or classification as a teacher in Australia or any other country?

Have you ever been dismissed or asked to resign as a teacher in Australia or any other country?

Have you ever (or are you currently) the subject of disciplinary proceedings (or any action that might lead to such proceedings) in relation to your employment in Australia or any other country?

Have you ever been convicted of an offence carrying a penalty and imprisonment?

If you have answered YES to any of the above questions, please provide full details. Note that information may be passed on to the NSW Institute of Teachers.

EMPLOYMENT

Yes No

Yes No

Yes No

Yes No

Yes No

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SECTION 7 NOMINATED REFEREES

SECTION 6 PROFESSIONAL ASSOCIATIONS

List any Professional Associations of which you are a member.

Applicant’s Signature: ____________________________________ Date: ____________________

HEALTH AND EMPLOYMENT DECLARATION

Nominate 3 referees, one of whom should be a Parish Priest or Minister and your most recent employer. For first year out teachers a reference from the practicum supervisor / supervising teacher is highly preferable as the other reference.

It is the responsibility of the applicant to obtain a Reference from a Parish Priest or Minister or another significant person. (Attachment F ) It is advisable that the applicant provide a stamped addressed envelope for the return of the Attachment F Reference to the CEO or the address given in the advertisement. Your application will not progress until this reference is received.

Name Organisation & Position Telephone NumberMost recent employer:

Parish Priest or Minister or another significant person:

Other:

I understand that if further medical information is required I may be asked to give written authorisation for the Wollongong Catholic Education Office to seek relevant medical information. I acknowledge that any wilful suppression or inaccuracy may result in non-acceptance of this application and/or termination of employment.

I declare that the information contained in this health and employment declaration and other document (s) provided in support of it is true and correct in every respect.

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Please tick if attached

SECTION 8 DOCUMENT CHECK

Listed below are the documents required to complete this application. You are required to submit either:

a) original documents which the Catholic Education Office will photocopy and mark as a true copy for the employment file

ORb) photocopies of the original documents - only photocopies carrying the original signature of the justice of the

peace will be acceptable.

1. Teaching Qualification

2. University or College Final Transcript of Academic Results indicating eligibility for the award (if applicable).

3. Evidence of Religious Education Qualifications (if applicable).

4. Evidence of Other Training (if applicable)

5. Other Degrees, Diplomas or Certificates including First-Aid Certificate.

6. Reports of Efficiency as a teacher and/or Practice Teaching Reports.

7. Statement(s) of Service (if applicable) - showing:

a) Commencement Dates

b) Termination Dates

c) Whether service was Full-Time or Part-Time or Casual

d) For Part-Time or Casual details of hours/days worked

8. Prohibited Employment Declaration.

9. Working with Children Background Check Consent.

10. Proof of identity, equal to 100 points which may include original or certified copies of any of the following:

The employer requires that at least one document must contain a photograph integrated into the document ( eg current photo drivers licence and current passport)

70 POINTS Current Passport OR Birth Certificate OR Citizenship Certificate (Only One)

40 POINTS Current Drivers Licence

Current tertiary education student ID card

25 POINTS Current credit card or account card from a bank, building society or credit union

Medicare card

Foreign drivers licence

Local council rates notice

Applicant’s Signature: ____________________________________ Date: ____________________7

Applicant’s Signature:________________________

SECTION 9 DECLARATION BY APPLICANT

SECTION 10 LIST OF ATTACHMENTS

I certify the accuracy of the information provided with this application. I have no objections to any past or current employment referees being required to furnish a confidential report on my services. I am aware that a check of Police and Children’s Commission records will be conducted as part of an Employment Screening process and the existence of a criminal record may affect my employment prospects.

I accept the conditions of employment and the expectations of employment set out in the “Employment with the Catholic Diocese of Wollongong Expectations of a Catholic Employer”. I agree to support the philosophy, policies, practices and procedures of the Diocese of Wollongong.

I certify that the information on this form is complete and correct and I understand that deliberate inaccuracies or omissions may result in non-acceptance of this application and/or termination of employment.

Do you agree to the Catholic Education Office communicating with you by email or other electronic means? If so I will keep the Catholic Education Office updated on any change of email address

If yes please sign here; if no please write no.

Applicant’s Signature:________________________ Date: ________________



Date: ________________

Please check that you have received a copy of all the following documents attached to this application.

A EMPLOYMENT COLLECTION NOTICE

B EMPLOYMENT WITH THE CATHOLIC DIOCESE OF WOLLONGONG EXPECTATIONS OF A CATHOLIC EMPLOYER

C CHILD PROTECTION REQUIREMENTS FOR APPLICANTS FOR EMPLOYMENT

D WORKING WITH CHILDREN BACKGROUND CHECK CONSENT*

E PROHIBITED EMPLOYMENT DECLARATION*

F PRO FORMA REFERENCE FROM PARISH PRIEST OR MINISTER**

*Please note you must complete and sign Attachments D and E and return with this application. You should retain Attachments A, B and C.

**Attachment F must be forwarded to your Parish Priest or Minister.

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COLLECTION NOTICE Catholic Education Office – Wollongong – Employee Services

EMPLOYMENT COLLECTION NOTICE 1. In applying for this position you will be providing the Catholic Education Office of the

Diocese of Wollongong (‘the CEO’) with personal information. We can be contacted at 86-88 Market Street, Wollongong, NSW 2500, and by telephone on 02 4253 0800, or by facsimile transmission on 02 4253 0956.

2. If you provide us with personal information, for example your name and address or

information contained on your resume, we will collect the information in order to assess your application.

3. You may seek access to your personal information that we hold about you if you are

unsuccessful for the position. However, there may be occasions when access is denied. Such occasions would include where access would have an unreasonable impact on the privacy of others.

4. We will not disclose this information to a third party without your consent. We usually

disclose this kind of information to the following types of organisations: other schools, State and Federal government departments, The Catholic Commission for Employment Relations, the New South Wales Catholic Education Commission, the Diocese of Wollongong and parishes, schools within other Dioceses, our insurers and medical practitioners.

5. We are required to collect information regarding whether you are or have been the

subject of Apprehended Violence Orders and certain criminal offences under Child Protection laws.

6. If you provide us with the personal information of others, we encourage you to inform

them that you are disclosing that information to the CEO and why, that they can access that information if they wish, that the CEO does not usually disclose the information to third parties.

Jane Comensoli Head of Employee Services Diocese of Wollongong



Phone: +61 2 4253 0800 Fax: +61 2 4253 0808


ABN 67 786 923 621

Attachment A

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EXPECTATIONS OF A CATHOLIC EMPLOYER Catholic Education Office – Wollongong – Employee Services

Catholic Education Office Employment with the Catholic Diocese of Wollongong

Expectations of a Catholic Employer

1.0 INTRODUCTION

The Catholic Diocese of Wollongong stretches from Helensburgh in the north to south of Milton. The western boundary of the Diocese runs from Moss Vale to Glenfield. Within its boundaries are 29 Diocesan Primary and 7 Diocesan Secondary Schools. Under direction from the Bishop of Wollongong, the Catholic Education Office operates to guide and to serve the needs of Catholic Education in the Diocese. Specifically this is achieved by: (i) providing educational and spiritual guidance and development to the Catholic Education System in this

Diocese in a spirit of Christian service; (ii) identifying the staffing needs of the System and ensuring that appropriate people are recruited and

developed in line with those needs; aiming at policies that ensure just and compassionate treatment of staff.

2.0 THE TEACHER IN THE CATHOLIC SCHOOL

"If, like every other school, the Catholic school has as its aim the critical communication of human culture and the total formation of the individual, it works towards this goal guided by its Christian vision of reality 'through which our cultural heritage acquires its special place in the total vocational life of man.' " and "Mindful of the fact that man has been redeemed by Christ, the Catholic school aims at forming in the Christian those particular virtues which will enable him to live a new life in Christ and help him to play faithfully his part in building up the Kingdom of God." (The Sacred Congregation for Catholic Education. 'The Catholic School.' Rome 1977, page 32, para. 36). This is the purpose of schools in the Diocese of Wollongong. Teaching is a ministry rendered for the building up of the Body of Christ, the Church. The teacher exercises this ministry within the teaching Church; that is, in the Diocesan Church under the Bishop, in close co-operation with the parish priest or priests of a region, with parents as first educators and under the guidance of the Catholic Education authority. Sharing this work of the Church places the teacher in a privileged and responsible position. The teacher in a Catholic School in the Diocese of Wollongong: --- ministers in the name of the Church and the gospel in one way or another. Every teacher in the Diocese has an indispensable ministry to perform. This ministry belongs to all teachers and not only to those whose major teaching role is in Religious Education.

3.0 THE TEACHER AS A MEMBER OF THE SCHOOL COMMUNITY

The teacher in the Catholic school is a member of the school community, a community that consists of staff members, parents (and friends), students and priests of parish or region. The community, as an extension of the Catholic family, is a place where each teacher strives to represent the parents in "creating an atmosphere so animated with love and reverence for God and Man that a well rounded personal and social development will be fostered amount the children." (Vatican II, 'Christian Education'.n.3). The school community is also a vital part of the parish community or regional community for, in both, the Catholic "faith is principally assimilated through contact with people where daily life bears witness to it." (The Catholic School' n.53). Therefore, as an integral member of the school community, the teacher, in his/her relationships with the priests of the parish or region, parents, students, colleagues and principal, should seek to build a community of faith and co-operation. Archbishop Carroll says this of the Christian teacher: "So it is that the responsibilities and influence of the Christian teacher may extend far beyond the classroom. The maintenance of a Christian community of teachers and students, a proper respect for the role of parents and their involvement in the school community - these are some of the challenges which confront the teacher of to-day, and in which the teacher needs the sympathetic support of pastors, principal and administrators".

Attachment B

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EXPECTATIONS OF A CATHOLIC EMPLOYER Catholic Education Office – Wollongong – Employee Services

4.0 THE TEACHER, PROFESSIONAL IN THE COMMUNITY

"…..the Catholic school depends not so much on subject matter or methodology as on the people who work there. The extent to which the Christian message is transmitted through education depends to a very great extent on the teachers. The integration of culture and faith is mediated by the other integration of faith and life in the person of the teacher. The nobility of the task to which teachers are called demands that, in imitation of Christ, the only Teacher, they reveal the Christian message not only by word but also by every gesture of their behaviour. This is what makes the difference between a school whose education is permeated by the Christian spirit and one in which religion is only regarded as an academic subject like any other." (The Sacred Congregation for Catholic Education, 'The Catholic School', Rome 1977, page 36, para.43). Being members of a profession gives teachers a certain autonomy in the area of their professional competence. It requires that teachers provide their own personal self-discipline, set high standards of personal performance and accept the requirements of professional accountability. The autonomy, however, must also be such that they can work as members of a team of professionals in an organisation which has its own needs and these at times may appear to conflict with those of the individual. To quote Archbishop James Carroll - "…our (i.e. Catholic educators) combined aim should be to highlight the teaching vocation and to inculcate a justifiable pride in the professional standards and the prestige of the teacher's role in society generally, and in the Church."

5.0 THE TEACHER'S ORGANISATION AND PREPARATION OF WORK

The teacher in the Catholic school will need to organise, structure, prepare and supervise work with sufficient care and detail to gain maximum pupil interest and involvement, so as to provide effective teaching/learning situations. "It must never be forgotten that the purpose of instruction at school is education, that is, the development of man from within, freeing him from that conditioning which would prevent him from becoming a fully integrated human being. The school must begin from the principle that its educational program is intentionally directed to the growth of the whole person." ('The Catholic School', n.29)

6.0 THE TEACHER IN THE CLASSROOM

In the classroom, the teacher at the Catholic School will endeavour to create and maintain an environment conducive to learning and Christian formation, an environment that 'values humaneness, understanding, and trust. It respects children with different personalities, interests, and needs. It offers them the materials and the tools and the skills they need to discover the things that people generally have found to be worth knowing and experiencing. It provides them with experiences that help them discover their own worth and the meaning of their experiences inside and outside the classroom. It respects their freedom to choose and trusts and guides them to make wise choices. It recognises the fact that in the long run people really learn only what they freely choose to learn.' (P. Fischer, R. Matheny "At Ease in the Classroom" page 1, Peter Li Inc. 1975).

7.0 CONCLUSION

The Diocese expects teachers to: (i) accept and support the Catholic educational philosophy of the Diocese and to acknowledge the right of the

school and the Diocesan community to expect that support; (ii) avoid, whether by word or action, any influence upon students that is contrary to the teaching and values of

the Diocesan community in whose name they act; (iii) be professionally qualified; (iv) be committed to professional conduct and professional development; (v) be able to give regular and efficient instruction for the academic, physical and spiritual development of

pupils; (vi) co-operate with the Principal and Clergy of the Parish or Region and to promote the involvement of pupils

in worship and prayer; (vii) work to raise the status and reputation of teaching as a ministry and as a profession in the society at large.

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Catholic Education Office

Diocese of Wollongong

Child Protection Requirements for Applicants for Employment

From 3 July 2000 child protection legislation in NSW requires significant employment screening procedures for schools.

Commission for Children & Young People Act 1998 Child Protection (Offenders Registration) Act 2000

Under the new legislation, the Catholic Education Office must request from an applicant: (i) consent to undertake the Working with Children Background Check; (ii) a Prohibited Employment Declaration These Acts require a “Commitment to Child Protection”

(i) What is the Working with Children Background Check? Checking relevant information about a person in order to enable an informed decision regarding the person’s suitability to work with children. Background checking includes Referee Checking and a Working with Children Background Check of RELEVANT RECORDS:

• National Criminal records • Apprehended Violence Orders for the protection of a child • Relevant Employment Proceedings For details of what matters are considered RELEVANT RECORDS, refer to the Working with Children Background Check Consent form.

If any adverse information is obtained during the Working with Children Background Check, the person will be advised and will have an opportunity to respond. An independent assessment will be made of the risk of employing the person in child-related employment and Wollongong Catholic Education Office will decide whether it is appropriate to offer the person employment. Applicants must also make a Prohibited Employment Declaration.

(ii) Prohibited Employment – Prohibited from working in child-related employment Child protection legislation in NSW prohibits people from working in child-related employment if they have been convicted # in a court of law of committing certain SERIOUS SEX OFFENCES. Under the Act such a person is considered a Prohibited Person. For details of what offences are considered SERIOUS SEX OFFENCES, refer to the Prohibited Employment Declaration form. Child Protection (Offenders Registration) Act 2000 Also under this Act a Registrable Person is prohibited from working in child-related employment. Sources for further advice may include:

• your union • a legally qualified person • NSW Commission for Children and Young People at: www.kids.nsw.gov.au/check

# ‘Conviction’ - whether or not the conviction is recorded

Attachment C

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ALL APPLICANTS for employment must complete

and enclose with their application:

(i) Working with Children Background Check Consent

The Working with Children Background Check will only be undertaken with the preferred applicant. (ii) Prohibited Employment Declaration

A ‘Prohibited Person’ or a ‘Registrable Person’ is not permitted to apply.

A COMMITMENT TO CHILD PROTECTION The New South Wales Child Protection Legislation Reform Package, which aims to protect children, has been a significant outcome of the 1997 Wood Royal Commission. This legislation is important for everyone working with children and young people (under 18 years). In caring for children and young people we must act in their best interest and take all reasonable steps to ensure their protection. In addition to the Commission for Children and Young People Act 1998 and the Child Protection (Offenders Registration) Act 2000, the child protection laws also include the Children and Young Persons (Care and Protection) Act 1998 and amendments to Part 3A Ombudsman Act 1974.

TRAINING FOR EMPLOYEES - Child Protection: A Shared Responsibility When these laws came into effect they imposed new obligations and responsibilities upon all people working in child-related employment throughout New South Wales. The operation of this legislation supports us in providing a safe and secure environment to the children and young people in our care. The child protection commitment of those who work with children and young people is critical in the work of our schools and the Catholic Education Office. It is important that employees understand their obligations, responsibilities and rights. Wollongong Catholic Education Office provides the required Diocesan Child Protection Training for employees to build child protection competency and to professionally support those who work with children and young people.

PRINCIPLES APPLIED BY CATHOLIC EMPLOYERS - Implementing The Legislation

• Respect for the dignity of employees in Catholic organisations • Confidentiality and privacy • Fair and just processes • The right of employees under the Freedom of Information Act to access certain documents.

FOR FURTHER INFORMATION

• Catholic Education Office............................................................................... (02) 4253 0800 www.ceo.woll.catholic.edu.au

• Catholic Commission for Employee Relations................................................ (02) 9390 5252 www.ccer.catholic.org.au

• NSW Commission for Children and Young People ........................................ (02) 9286 7220 www.kids.nsw.gov.au/check

• NSW Ombudsman .................................................(02) 9286 1000 Toll free: 1800 451 524 www.nswombudsman.nsw.gov.au

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WORKING WITH CHILDREN BACKGROUND CHECK CONSENT Employer ID No: 4987

ALL FIELDS MUST BE COMPLETED IN BLOCK LETTERS Family name: _____________________________________________________________________________________ Given name: ___________________________________ Middle name:_____________________________________ Previous names/aliases: ____________________________________________________________________________ Date of birth (dd/mm/yy): _________________________ Gender: (Please tick) Male Female Place of birth (city, state, country): ____________________________________________________________________ Identifying document type (e.g. driver's licence/passport): __________________________________________________ Identifying document number: ________________________________________________________________________ Residential Address: _______________________________________________________________________________ Suburb/Town: _____________________________ State: ____________________ Postcode:_________________ Contact telephone number: __________________________________________________________________________ Contact Email: ____________________________________________________________________________________ Title of position applied for: __________________________________________________________________________ Type of position (Please tick): Paid employee Religious leader/spiritual official of a religion Foster carer I certify that the above information is accurate and understand that if I have provided false or misleading information it may result in a decision not to employ me, or, if already employed, may lead to my dismissal. I am aware that if considered for child-related employment, several checks will be undertaken to ascertain my suitability, including: 1. a national criminal record check for charges and/or convictions (including spent convictions) for:

• any sexual offence (including but not limited to, sexual assault, acts of indecency, child pornography, child prostitution and carnal knowledge); • any child-related personal violence offence; • any assault, ill treatment or neglect of, or psychological harm to a child and any registrable offence; punishable by imprisonment for 12 months or more.

I understand that this check includes convictions or charges that: • may have not been heard or finalised by a court; or • are proven but have not led to a conviction; or • have been dismissed, withdrawn or discharged by a court.

2. a check for relevant Apprehended Violence Orders taken out by a police officer or other public official for the protection of a child/ren; and 3. a check for relevant employment proceedings involving an act of violence committed in the course of employment and in the presence of children or

reportable conduct. Reportable conduct means any sexual offence, or sexual misconduct committed against, with or in the presence of a child (including a child pornography offence), any child-related personal violence offence, or any assault, ill treatment or neglect of a child, or any behaviour that causes psychological harm to a child.

I understand that a conviction for a serious sex offence (including but not limited to, sexual assault, acts of indecency, child pornography, child prostitution and carnal knowledge) or child-related personal violence offence (including but not limited to, intentionally wounding or causing grievous bodily harm to a child) will automatically prohibit me from child-related employment. This includes a charge that is proven in court but does not proceed to a conviction. I am aware that if I am a registrable person under the Child Protection (Registrable Offenders) Act 2000, I am prohibited from child-related employment. I consent to these checks being conducted and am aware that if any relevant record is identified, additional information relating to that record may be sought by an Approved Screening Agency from sources such as courts, police, prosecutors and past employers to enable a full and informed estimate of risk. I acknowledge that: • the above information and any information obtained during the Working With Children background check may be collected and used by and/or

disclosed to the Commission for Children and Young People or any Approved Screening Agency for the purposes of the Working With Children Check;

• the Commission for Children and Young People or any Approved Screening Agency may share the information obtained during the Working With Children background check with each other to support further estimates of risk arising from additional Working With Children background checks;

• the outcome of an estimate of risk conducted with information obtained through the Working with Children Check by the Approved Screening Agency may be provided to my current or prospective employers or an employer-related body (where applicable) only for background checking purposes;

• details of my relevant records will not be released to my current or prospective employers; • any information obtained as part of this process may be used by Australian Police Services for law enforcement purposes, including the investigation

of any outstanding criminal offences; and • the information provided may be referred to the Commission for Children and Young People and/or to NSW Police for law enforcement purposes and

for monitoring and auditing compliance with the procedures and standards for the Working With Children Check in accordance with Section 36 (1)(f) of the Commission for Children and Young People Act 1998.

NAME (block letters):

Signature: DATE:

2/2007 The Working With Children Employer Guidelines December 2006 Note: This form is to be kept by the employer

Attachment D

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PROHIBITED EMPLOYMENT DECLARATION Employer ID No: 4987

The Commission for Children and Young People Act 1998 makes it an offence for a prohibited person (a person convicted of a serious sex offence, the murder of a child or a child-related personal violence offence, as well as a Registrable person under the Child Protection (Offenders Registration) Act 2000) to apply for or otherwise attempt to obtain, undertake or remain in, child-related employment. It does not apply if an order from the Industrial Relations Commission, Administrative Decisions Tribunal or Commission for Children and Young People, declares that the Act does not apply to a person in respect of a specific offence. For further information on what is child-related employment see the Working With Children Employer Guidelines. Section 33B of the Commission for Children and Young People Act 1998 defines a serious sex offence as:

an offence, involving sexual activity or acts of indecency, committed in New South Wales and that was punishable by penal servitude or imprisonment for 12 months or more; or

an offence, involving sexual activity or acts of indecency, committed elsewhere and that would have been an offence punishable by penal servitude or imprisonment for 12 months or more, if it had been committed in New South Wales; or

an offence under section 80D or 80E (sexual servitude) of the Crimes Act 1900, committed against a child; or an offence under Sections 91D-91G (child prostitution, other than if committed by a child prostitute) of the Crimes Act 1900 or a

similar offence under a law other than a law of New South Wales; or an offence under Section 91H, 578B or 578C (2A) (child pornography) of the Crimes Act 1900 or a similar offence under a law

other than a law of New South Wales; or an offence of attempting, or of conspiracy or incitement, to commit an offence referred to in the preceding paragraphs; or any other offence, whether under the law of New South Wales or elsewhere, prescribed by the regulations.

NOTE: A conviction for carnal knowledge is classified as a serious sex offence under this legislation. Section 33B of the Commission for Children and Young People Act 1998 defines a child-related personal violence offence as an offence committed by an adult:

involving intentionally wounding or causing grievous bodily harm to a child; or of attempting, or of conspiracy or incitement, to commit such an offence.

Under Commission for Children and Young People Act 1998: it is an offence for a prohibited person to apply for or otherwise attempt to obtain, undertake or remain in child related

employment; employers must ask existing employees, both paid and unpaid, and preferred applicants for child-related employment to declare if

they are a prohibited person or not; all people in child-related employment must inform their employers if they are a prohibited person or remove themselves from

child-related employment; and penalties are imposed for non compliance.

I am aware that I am ineligible to apply for or otherwise attempt to obtain, undertake or remain in, child-related employment if I have been convicted of a serious sex offence or child-related personal violence offence as defined in the Commission for Children and Young People Act 1998, or if I am a Registrable Person under the Child Protection (Offenders Registration) Act 2000.

I have read and understood the above information in relation to the Commission for Children and Young People Act 1998. I am aware that it is an offence to make a false statement on this form.

I consent to a check of my relevant criminal records, to verify the statements I have made here, being undertaken by the NSW Commission for Children and Young People for monitoring and auditing purposes in accordance with Section 36 (1)(f) of the Commission for Children and Young People Act 1998.

I declare that I am not a person prohibited by the Act from seeking, obtaining, undertaking or remaining in child related employment.

I understand that this information may be referred to the Commission for Children and Young People and/or to NSW Police for law enforcement purposes and for monitoring and auditing compliance with the procedures and standards for the Working With Children Check in accordance with Section 36(1)(f) of the Commission for Children and Young People Act 1998.

ALL FIELDS MUST BE COMPLETED. PLEASE USE BLOCK LETTERS.

Name: _____________________________________________________________ Date of birth: _________________

Aliases (previous/other names): ______________________________________________________________________

Signature: ___________________________________________ Date: _____________________________________

Contact telephone number: _____________________________ Contact Email: _____________________________________

NOTE: Seek legal advice if you are unsure of your status as a prohibited person.

1/2007 The Working With Children Employer Guidelines December 2006 Note: This form is to be kept by the employer

Attachment E

15

Reference from a Parish Priest

Applicants for employment with the Catholic Education Office should arrange an interview with the Parish Priest of your parish of worship to have this form completed. The co-operation of parish priests in completing this pro-forma is appreciated.

Attachment F

TO BE COMPLETED BY THE APPLICANT

NAME OF APPLICANT: __________________________________________________________________ I am applying for: (POSITION TITLE): _________________________________________

at (SCHOOL NAME): _____________________________________ Please return this form to the school (SCHOOL ADDRESS) __________________________________

OR

I am applying for Casual Teaching / employment. Please return this Reference form to Employee Services, CatholicEducationOffice,DioceseofWollongong,LMB8802,Wollongong2500

TO BE COMPLETED BY THE PARISH PRIEST

NAME OF PRIEST : _____________________________________ PARISH: ________________ Number of years I have known applicant: __________________

Have you interviewed the person?

Does applicant worship at local parish?

another parish? (If “yes” which parish? _____________________)

Involvement in parish life: _________________________________________________________________________________________________________________________________________________________________________ Do you have any concern or reservation about the applicant’s suitability for work with children? ____________________________________________________________________________________________________________________Brief outline of your appraisal of this person’s suitability to teach / work in a Catholic School: ____________________________________________________________________________________________________________________________Your recommendation: _________________________________________________________________________

Signed: __________________________________ Date: _____________________

Yes No

Yes No

Yes No

16

Confidential Report From

Parish Priest

For members of Interview Panel only

FOR ASSISTANT PRINCIPAL POSITION

Name of Applicant: School Applied for: 1.0 BACKGROUND INFORMATION 1.1 Name of Parish Priest:

Parish: Address: Phone Number: (If further information is required)

1.2 For how many years have you known the applicant? 2.0 PLEASE COMPLETE THE FOLLOWING 2.1 Applicant’s commitment to Catholic faith and its practice 2.2 Applicant’s participation in the parish

Catholic Education OfficeWollongong

2.3 Are you aware of any obstacles that would prevent the applicant being appointed as a Catholic School Assistant Principal in the Diocese of Wollongong?

2.4 Any other comment Signature: __________________________________ Date: __________________________________ Please return this form to:

Mrs Jane Comensoli

Head of Employee Services Catholic Education Office

LMB 8802 WOLLONGONG 2500

‘Phone 02 4253 0800

Fax 02 4253 0956

Re: Selection of Assistant Principal

Assessment of Applicant Dear Father, I am writing to offer some guidelines in the completion of this significant task. In completing the attached form, you would be writing from the perspective of someone who knows the applicant and can give an objective assessment of his/her strengths and limitations. The role of the referee is not an advocacy role, but rather the role of one representing the employer. This requires an objective presentation of your views about the applicant’s ability to be effective in the position applied for. I would ask that the pro-forma be returned to me as soon as possible. Thank you for your attention to this matter. It is an important task because it provides input into the process of placing people into significant positions in the Diocese. Yours sincerely,




Phone: +61 2 4253 0800 Fax: +61 2 4253 0808


ABN 67 786 923 621

Confidential Report for the Position of

ASSISTANT PRINCIPAL

INFORMATION TO REFEREES

The referee report provides the nominated referee an opportunity to make relevant and confidential comments on the applicant in accordance with the criteria set for the position and the questions asked in the report. The information in the report will be treated confidentially and used by the selection panel as one of the resources available to select the most appropriate applicant for the position. If a report is not received for the applicant, it may jeopardise the applicant’s chance of being selected. This referee report is available only to be used by the selection panel, and will not be transferred to any person/body without your consent. The referee report will be destroyed appropriately within twelve months of the appointment. We advise you to discuss your report with the applicant if there are serious concerns contained in your report.



Phone: +61 2 4253 0800 Fax: +61 2 4253 0808


ABN 67 786 923 621

Confidential Report From

❏ Head Of Cluster / Area Administrator / Supervisor ❏ Current Principal / Employer ❏ Nominated Referee

(Three referees required – 1 from each of the above)

For members of Interview Panel only

FOR ASSISTANT PRINCIPAL POSITION Name of Applicant: School Applied for: 1.0 BACKGROUND INFORMATION 1.1 In what capacity do you know the applicant? 1.2 For how many years have you known the applicant in a professional capacity? 1.3 Your name: Your position: ‘Phone number: (If further information is required)

Catholic Education OfficeWollongong

2.0 SELECTION CRITERIA 2.1 The following statements have been taken from the Criteria for Assistant Principal

Selection for Catholic systemic schools in the Wollongong Diocese. Please tick the appropriate box in relation to how the applicant meets each criterion statement.

Key: 1 - Outstanding 2 - Strong

3 - Satisfactory 4 - Some Concern 5 - Serious Concern U - Unable to comment

Religious Leader

1 2 3 4 5 U

Commitment to the Church’s mission demonstrated by (a) regular worship

(b) integration of faith in daily living

Ability to articulate a personal vision of the spiritual dimension of the school

A sound understanding of Church tradition, teaching and culture

Knowledge of current trends in Religious Education curriculum

Experience in contributing to the development of a faith community of adults and students

Commitment to the integration and transmission of gospel values through the curriculum

Further Comment (optional)......................................................................................................... ...................................................................................................................................................... ...................................................................................................................................................... ...................................................................................................................................................... Educational Leader

1 2 3 4 5 U

Evidence of effective classroom teaching Leadership in curriculum development and implementation Evidence of a commitment to ongoing professional development

Understanding of trends and issues in curriculum and the requirements of relevant educational authorities

Ability to articulate a philosophy of education for Catholic Schools

Further Comment (optional)......................................................................................................... ...................................................................................................................................................... ...................................................................................................................................................... Community Leader

1 2 3 4 5 U

Ability to establish positive relations with staff Demonstrated commitment to the appropriate skills for a collaborative style of leadership

Demonstrated commitment to a co-operative relationship between parish and school

Ability to establish professional relationships with pastors, parents and members of the wider community

Ability to establish and develop effective care of students and staff

Demonstrated commitment to parent involvement in the life of the school

Further comment (optional) ......................................................................................................... ...................................................................................................................................................... ...................................................................................................................................................... Administrative Leader

1 2 3 4 5 U

Demonstrated skills in organisation, communication, time management, delegation and supervision

Capacity to manage (a) financial resources (b) plant and equipment

Experience in policy development and implementation Further comment (optional) ......................................................................................................... ...................................................................................................................................................... ...................................................................................................................................................... 2.2 General comments on the criteria listed above (optional) ...................................................................................................................................................... ...................................................................................................................................................... ......................................................................................................................................................

3.0 Please provide further comments on: 3.1 Professional judgement ...................................................................................................................................................... ...................................................................................................................................................... ...................................................................................................................................................... 3.2 Ability to cope with stress ...................................................................................................................................................... ...................................................................................................................................................... 4.0 On what grounds would you recommend/not recommend the applicant for this

position? ...................................................................................................................................................... ...................................................................................................................................................... ...................................................................................................................................................... Signature: _______________________________________ Date: _______________________________________ Please return this form to:

Mrs Jane Comensoli Head of Employee Services Catholic Education Office

LMB 8802 WOLLONGONG 2500

‘Phone 02 4253 0800

Fax 02 4253 0956

Re: Selection of Assistant Principal

Assessment of Applicant Dear Colleague, I am writing to offer some guidelines in the completion of this significant task. In completing the attached form, you would be writing from the perspective of someone who knows the applicant and can give an objective assessment of his/her strengths and limitations. The role of the referee is not an advocacy role, but rather the role of one representing the employer. This requires an objective presentation of your views about the applicant’s ability to be effective in the position applied for. I would ask that the pro-forma be returned to me as soon as possible. Thank you for your attention to this matter. It is an important task because it provides input into the process of placing people into significant positions in the Diocese. Yours sincerely,




Phone: +61 2 4253 0800 Fax: +61 2 4253 0808


ABN 67 786 923 621

Confidential Report for the Position of

ASSISTANT PRINCIPAL

INFORMATION TO REFEREES

The referee report provides the nominated referee an opportunity to make relevant and confidential comments on the applicant in accordance with the criteria set for the position and the questions asked in the report. The information in the report will be treated confidentially and used by the selection panel as one of the resources available to select the most appropriate applicant for the position. If a report is not received for the applicant, it may jeopardise the applicant’s chance of being selected. This referee report is available only to be used by the selection panel, and will not be transferred to any person/body without your consent. The referee report will be destroyed appropriately within twelve months of the appointment. We advise you to discuss your report with the applicant if there are serious concerns contained in your report.



Phone: +61 2 4253 0800 Fax: +61 2 4253 0808


ABN 67 786 923 621

Criteria for Assistant Principal Selection Catholic Education Office Diocese of Wollongong Aug 2000

Criteria for Assistant Principal Selection for Catholic Systemic Schools

INTRODUCTION The Assistant Principal is appointed to the leadership team of a Catholic school. In particular, the Assistant Principal exercises a unique professional relationship of support to the leadership of the Principal. This support is best characterised by appropriate initiative, discernment and challenge. The Assistant Principal works with the Principal in the four key areas

Religious leadership Educational leadership Community leadership Administrative leadership

and contributes to a leadership which shapes and implements the school’s vision in a way which reflects the Catholic character of the school. ESSENTIAL CRITERIA The essential criteria for this position are: Religious Leader 1.1 Commitment within the Catholic tradition to the Church’s mission,

demonstrated by regular worship and integration of faith in daily living; 1.2 Ability to articulate a personal vision of the spiritual dimension of the school; 1.3 Sound understanding of Church tradition, teaching and culture; 1.4 Experience in contributing to the development of a faith community; 1.5 Commitment to the integration and transmission of Gospel values through the

curriculum. Educational Leader 2.1 An ability to articulate a philosophy of education for Catholic Schools; 2.2 Evidence of highly effective classroom teaching; 2.3 A minimum of four years professional qualification in education;

Diocese of WollongongCatholic Education Office

Criteria for Assistant Principal Selection Catholic Education Office Diocese of Wollongong Aug 2000

2.4 Evidence of a commitment to ongoing professional development; 2.5 Experience in the teaching of Religious Education and knowledge of current

trends in Religious Education curriculum; 2.6 Significant teaching experience in Catholic education; 2.7 Evidence of a range of teaching experiences across schools and age groupings; 2.8 Evidence of leadership experience at coordinator, or equivalent level, in

education; 2.9 Understanding of trends and issues in curriculum and the requirements of

relevant educational authorities; 2.10 Evidence of leadership in curriculum development and implementation; 2.11 Able to demonstrate an understanding of the impact of Learning Technologies

in schools. Community Leader 3.1 Demonstrated commitment to and appropriate skills for a collaborative style of

leadership; 3.2 Demonstrated commitment to a cooperative relationship between parish and

school; 3.3 A demonstrated ability to establish positive relations with staff; 3.4 Ability to establish professional relationships with pastors, parents and

members of the wider community; 3.5 Ability to establish and develop effective care of students and staff; 3.6 Demonstrated commitment to parent involvement in the life of the school. Administrative Leader 4.1 Demonstrated skills in organisation, communication, time management,

delegation, supervision and computer literacy; 4.2 Experience in policy development and implementation; 4.3 Willingness to work within and contribute to the Wollongong Diocesan school

system.

ap applicant letter for website · nominated referee together with accompanying letter. please make...

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