job description: head of secondary* -...
TRANSCRIPT
JOB DESCRIPTION: HEAD OF SECONDARY*
Reports to: The Assistant Principal then the Principal
Responsibilities:
20% Teaching load
Implement and enhance the Vision of the school
Ensure effective communication occurs within the Department
Liaise with the Senior Executive
Bring recommendations to the Senior Executive
Organise casuals for short-term and long-term needs
Oversee the use of facilities and resources in Secondary
Assist in implementing the school’s Four Year Improvement Plan
Liaise effectively with Primary and enhance the K-12 culture
Ensure the development of excellent education and teaching
Liaise with and grow the coordinators
Implement the school’s Wellbeing and Discipline Policy (including up to 2 days external
suspension per student, per term)
Ensure satisfactory attendance of all students
Bring a report to the Senior Executive twice per term outlining the areas the Department is
doing well in and recommendations for improvement
Liaise with all school development teams
Ensure the Uniform Policy is adhered to
Implement school policies, Secondary Staff Handbook and Secondary Student Handbook
Approve Secondary excursions / VTRs
Approve Risk Assessments in Secondary
Oversee Secondary exams and reporting
Liaise with Secondary parents
Ensure staff comply with Secondary school policies and handbooks
Approve change of subjects
Oversee BOSTES compliance e.g. non-completion of assessment tasks, All My Own Work
Support and develop a positive school culture and emphasis on community
Review and update Secondary Student Handbook annually
Organise and develop Secondary Presentation night
* This position is a newly-created position at Regents Park Christian School. As such, the above job description is subject to change as the role becomes more defined.
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TEACHING STAFF APPLICATION FORM Date ________________________________ PERSONAL INFORMATION Title: ________ First Names: _________________________ Surname: _____________________ Address: ____________________________________________________________________________________
___________________________________________ Postcode: ______________________
Phone: ___________________________________________ Mobile: ______________________
Email address: _________________________________________
Date of Birth ........./......./.......... Nationality __________________________
Marital Status (Please tick) Married [ ] Single [ ] Separated [ ] Divorced [ ] Widow/Widower [ ] Have you had any recent illness? If yes, please explain ________________________________________________
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Do you have any limitations that may affect your efficiency? If yes, give details: ___________________________ ______________________________________________________________________________________________
Have you ever been arrested or convicted of a criminal act? If yes, give brief details: ______________________
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CHRISTIAN BACKGROUND
How long have you known Christ as Lord and Saviour? ________________________________________________
What is your denominational preference? _______________________________________________________
Are you an active member of a local church? _______________________________________________________
Which church? ______________________________
Minister’s Name: ______________________________ Phone: ________________________________
Minister’s Address: _____________________________ P/code: ________________________________
In what capacities do you serve in your church? __________________________________________________
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Position for which you are applying: ________________________________________________________________
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Which is correct?
I am a provisionally accredited New Scheme Teacher BoSTES Number _________________________
I am a conditionally accredited New Scheme Teacher BoSTES Number _________________________
I am an existing Scheme Teacher BoSTES Number _________________________
If you have a New Scheme Teacher Accreditation number, please supply a photocopy of the documentation
WORKING WITH CHILDREN REQUIREMENTS Working with Children Check (WWC) Number (or application number): __________________________________ CHRISTIAN EXPERIENCE AND BELIEFS Give a brief account of your Christian experience and conversion: _____________________________________
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Give your own definition of a Christian: __________________________________________________________
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What are your views on the authority and historical accuracy of the Bible? ________________________________
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What do you think about the theory of evolution and its relationship to what the Bible teaches?
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What do you think a Christian school’s position ought to be for each of the following areas?
1. The use of drugs, alcohol, tobacco and marijuana by students: _________________________________________
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2. Sexual relationships outside of marriage: __________________________________________________________
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3. Sunday Sport: _______________________________________________________________________________
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4. Dress and Behaviour Codes: ____________________________________________________________________
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5. Teaching using the Bible as a reference source: _____________________________________________________
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6. The teaching of students from only Christian families: ________________________________________________
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There are some areas where Christians differ in their beliefs. While the school does not demand uniformity in all these areas, it is important for us to know what you believe. Please make notes on your beliefs in each of these areas listed below.
a. The second coming of Christ: ___________________________________________________________________
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b. The work of the Holy Spirit in the life of a Christian: _________________________________________________
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c. Grace and law: _______________________________________________________________________________
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d. Working in a multidenominational school community: _______________________________________________
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e. Charismatic gifts (e.g. speaking in tongues): ________________________________________________________
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Why would you like to teach in a Christian School? _____________________________________________________
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How do you see the Bible and its teaching related to your work? __________________________________________
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Please list what you feel are your:
Strengths: __________________________________________________________________________________
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Weaknesses: __________________________________________________________________________________
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How have you grown as a person over the past five years? _______________________________________________
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TRAINING Please attach a copy of your current resume, ensuring the following details are included: 1. Secondary Schooling
a. Name of School b. Year completed c. Results obtained
2. Tertiary Training
a. Degree, Diploma etc. b. Name of Institution c. Year conferred
3. Names of any extra courses (bible college courses, computer courses, first aid etc) you have completed. 4. Hobbies, sports and other interests
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EXPERIENCE
YEAR SCHOOL OR EMPLOYER SUBJECTS TAUGHT/POSITIONS HELD
GRADE & LEVEL TAUGHT
List any positions of special responsibility you have held and length of time: _________________________________
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TEACHING What do you believe makes a good teacher? __________________________________________________________
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How would you evaluate your present level of teaching? ________________________________________________
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What do you believe constitutes effective classroom management?________________________________________
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How do you believe a teacher needs to effectively cater for the different needs of the student in the class?
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How do you see the Bible and its teachings relate to your teaching? ________________________________________
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What do you believe constitutes an effective teaching program? __________________________________________
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What is the purpose of assessment in teaching/learning? ________________________________________________
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How do you seek to integrate ICT into your classroom teaching? __________________________________________
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REFERENCES List below people who can testify as to your character and working ability (include a minister and an employer). Character References
NAME ADDRESS PHONE
Professional References
NAME ADDRESS PHONE
PLEASE NOTE:
Please attach your current Minister’s reference.
Teachers with less than five years teaching experience need to supply copies of their practical teaching reports
Please read and sign the Confession of Faith and Children’s Check Form and return with your application form. Also read the Vision Statement and Mission Goals of Christian Community School Ltd which are attached and then sign the application form below.
APPLICATION
Having read the Confession of Faith, the Vision Statement and the Mission Goals of Regents Park Christian School, as
attached, I am in agreement with these except as noted, and I hereby make application for a teaching position at
Regents Park Christian School
Signed: _____________________________________ Date: ____________________
9/18/2015
MISSION GOALS & VISION STATEMENT Our vision is to foster a Christ-centred learning community where all students receive an education which enables them to know
the Lord Jesus Christ, grow in Him and serve Him to their full potential
DEFINITIONS
Centrality of Christ:
Our school recognises the source of all hope to be in the Lord Jesus Christ. Biblical principles are the foundation of our curriculum, faith and practice
Learning Community:
Our staff will be growing Christians and Godly role models who strive to be excellent practitioners
Our school community will be characterised by quality relationships that reflect Christ’s loving servant leadership
Our school will serve the Christian community by working in partnership with parents and church to provide an environment conducive to learning
Education:
Our students will receive an education based on Biblical values
Our school will provide an education which affirms that all truth is God’s truth and as such will reflect in each subject the existence and purposes of the Creator-Redeemer God
Our school will provide an education which will meet and exceed Government standards
Our school will provide a safe, quality learning environment
Our school will enable students to better access life beyond school and continue learning throughout life by the development of critical thought and the enjoyment of learning
Growth:
Our students will be given the opportunity to know and grow in the Lord Jesus Christ and to develop in all areas of their lives
Service:
Our students will be encouraged to use and develop their gifts and abilities to serve God, their church, community and others to their full potential
Our students will be equipped to be Godly citizens in the wider community.
Last update: April 2012
9/18/2015
CONFESSION OF FAITH We believe in the divine inspiration, the infallibility and supreme authority of the Old and New Testaments in their entirety and that the Holy Spirit so moved the writers that what they wrote are authoritative statements of truth for all matters of faith and conduct. We believe there is one God in whom there are three equal Divine Persons, revealed as the Father, the Son and the Holy Spirit, and who of His own sovereign will created the heavens, the earth and all that is contained within the Universe. We believe the Lord Jesus Christ is the eternally existing, only begotten Son of the Father, conceived by the Holy Spirit and born of the Virgin Mary. As God He became flesh and dwelt among us: as man he was God. We believe all men are in a fallen, sinful and lost condition through the rebellion of Adam and Eve, who were created without sin, and in this state of depravity are helpless to save themselves and are under the condemnation of God to eternal punishment in Hell. We believe that salvation from the penalty and consequences of sin is found only through the substitutionary, atoning death and resurrection of the Lord Jesus Christ. We believe it is the Holy Spirit alone who convicts men of sin, leads them to repentance, creates faith within them and regenerates and fills those who believe on the Lord Jesus Christ as Lord. It is the indwelling Spirit who bestows the Gifts of the Spirit and manifests the Fruit of the Spirit in the believer. We believe Christ died for our sins, was buried and the third day rose from the dead: that He appeared to men who touched Him and knew His bodily presence and that He ascended to His Father. We believe the Lord Jesus Christ will return in person with His saints and that the full consummation of the Kingdom of God awaits His return. We believe those who have been regenerated by the Holy Spirit will receive a resurrection body at the return of Jesus Christ and be forever with the Lord, while those who have not believed will be resurrected to stand at the Judgment Seat of God to receive His judgment and eternal condemnation to Hell. We believe in the actual existence of Satan who is the father of all evil and opposed to God although ultimately subject to the purposes of God and destined to be confined forever to Hell. We believe the Church is the Body of Christ composed of all believers in the Lord Jesus Christ, which finds its visible manifestation in the local community of believers and ministers through the co-operative exercise of God-given gifts by the entire membership. Each local community of believers is competent under Christ as Head of the Church to order its life without interference from any authority whether civil or ecclesiastical. 1We believe there are two ordinances instituted by the Lord Jesus Christ:
Baptism by immersion of all believers as a pre-requisite for church membership. The Lord's Supper which is a memorial and proclamation of the Lord's Death until returns.
Are you in full agreement with the Confession of Faith and the Vision Statement and Mission Statement? _________ If not, indicate areas of disagreement with:
The Confession of Faith ______________________________________________________________________
The Vision Statement _________________________________________________________________________
The Mission Statement ________________________________________________________________________
1 These ordinances are part of the Baptist community’s beliefs. Staff of RPCS must be willing to respect the church’s teachings in regard to
these matters even if they are not the practices in their own church.
9/18/2015
Employment Collection Notice
1. In applying for this position you will be providing Regents Park Christian School (the School) with personal
information. We can be contacted at 59 Regent Street Regents Park 2143, [email protected], or on
02 9644 5144.
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 for employment. We may
keep this information on file if your application is unsuccessful in case another position becomes available.
3. The School's Privacy Policy contains details of how you may complain about a breach of the Australian
Privacy Principles (APPs) or how you may seek access to personal information collected about you. 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 although we will conduct
reference checks in relation to your application for employment.
5. We are required to conduct a criminal record check and collect information regarding whether you are or
have been the subject of an Apprehended Violence Order and certain criminal offences under Child
Protection laws. We may also collect personal information about you in accordance with these laws.
6. The School may store personal information in the 'cloud', which may mean that it resides on servers which
are situated outside Australia.
7. If you provide us with the personal information of others, we encourage you to inform them that you are
disclosing that information to the School and why, that they can access that information if they wish and
that the School does not usually disclose the information to third parties.
EDUCATION FOUNDATIONS
1. Helping develop each student’s personal faith, identity, sense of community, use of gifts and serving others is vital to the school’s mission.
2. Evidence-based student-centred learning, which is guided by excellent teaching, is a
foundation of the school.
3. Developing enquiry and thinking skills through explicit teaching is important in helping create engaged learners.
4. Differentiated learning includes technology, flexible learning environments,
assessment and reporting.
5. Catering for gifted students needs to be explicit, monitored, flexible and relevant.
6. Explicit, high quality learning programs are important to good teaching practice.
7. Christian distinctives need to explicitly underpin all aspects of teaching and learning.
8. Student wellbeing needs to become an integral part of our teaching to improve resilience, safety and risk taking.
9. Helping students, as well as teachers, set goals and provide effective feedback is vital
to improving student performance.
10. The school seeks to develop the whole person and so encourages diverse involvement of students in the wider school community.
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RPCS – Video Surveillance Policy
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PURPOSE The purpose of this document is to set out the procedures of Regents Park Christian School (the School) in relation to workplace surveillance. In particular, the documents sets out: 1. What is meant by various terms in relation to workplace surveillance 2. The notice that must be given to staff in relation to surveillance 3. How surveillance operates within the school 4. How records relating to surveillance will be used WHO MUST COMPLY WITH THIS DOCUMENT? The school has established the processes and policies set out in this document to assist in operating along Biblical standards and to comply with relevant statutory obligations. The school’s principal is responsible for ensuring: 1. Compliance with the processes and policies set out in this document 2. All relevant people are aware of the processes and policies which apply from time to time under this
document IMPORTANT RELATED DOCUMENTS 1. Regents Park Christian School – Computer Acceptable use Policy 2. Regents Park Christian School – Secondary Computer Policy 3. Regents Park Christian School – Privacy Policy 4. Regents Park Christian School – Bullying and Harassment Policy 5. Regents Park Christian School – Video Surveillance Policy WORKPLACE SURVEILLANCE The school undertakes workplace surveillance in order to assist in fulfilling its vision and mission. The workplace surveillance mechanisms are established to provide protection for students, staff and the wider school community from a range of possible threats including inappropriate materials, electronic harassment or physical harm. Surveillance may also be used to protect the property of the school both physical and intangible. WORKPLACE SURVEILLANCE POLICY Definitions The following terms have the following meanings in this policy: ‐ Act: the Workplace Surveillance Act 2005 ‐ Camera/video surveillance: is surveillance by means of a camera that monitors or records visual images
of activities on premises or in any other place ‐ Computer surveillance: is surveillance by means of software or other equipment that monitors or
records the information input or output, or other use, of a computer (including, but not limited to, the sending and receipt of emails and the accessing of Internet websites)
‐ Electronic messages: is a generic term encompassing all forms of electronically mediated communication. This includes electronic mail for text messages, voice mail and electronic data
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interchange (EDI). It involves the electronic transmission of information as discrete electronic messages over a computer‐based data communication network, or voice messages over a telephone network
‐ Tracking surveillance: is surveillance by means of an electronic device the primary purpose of which is to monitor or record geographical location or movement (such as a Global Positioning System tracking device)
Notice of Surveillance The school will provide at least 14 days notice in writing (including via email) prior to the commencement of any surveillance. New employees will be provided with notice prior to commencement of work at the school. The standard for of notice adopted by the school is shown in Appendix 1. Camera/Video Surveillance The school will ensure that in relation to the use of camera/video surveillance that: 1. Cameras used for the surveillance (or camera casings or other equipment that would generally indicate
the presence of a camera) are clearly visible in the place where the surveillance is taking place 2. Signs notifying people that they may be under surveillance in that place are clearly visible at each
entrance to that place Staff should refer to the school Video Surveillance Policy for full details of the video surveillance carried out by the school. Computer Surveillance The school carries out computer surveillance in accordance with the Regents Park Christian School Computer Acceptable use Policy and Secondary Computer Policy. These policies are available to staff on the school intranet and are provided to staff on commencement regularly updated. Training in the policy and its requirements is undertaken regularly and staff are required to confirm that they understand the policy and their obligations under that policy. Staff should refer to the school Computer Acceptable use Policy and Secondary Computer Policy for full details of the computer surveillance carried out by the school. In general terms, this may include: 1. Maintenance of a history of Internet usage 2. Blocking and/or monitoring of access to Internet or sites within the Internet 3. The ability to monitor and/or block some or all electronic messages transmitted using school facilities 4. Monitoring school workstations for inappropriate usage/access This surveillance may also encompass usage by staff, students and parents of school facilities accessed from outside the workplace. The school will not block delivery of an email or access to a website merely because the email was sent by or on behalf of an industrial organisation of employees or an officer of such an organisation or the website or email contains information relating to industrial matters. It will, however, block for spam. Prevented Delivery Notice Where as a result of computer surveillance the school prevents the delivery of an email, the staff member of student will be given a notice (a prevented delivery notice) as soon as practicable by the school, by email
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or otherwise, that delivery of the email has been prevented. A prevented delivery notice is not required when: 1. The email was prevented in the belief that, or by the operation of a program intended to prevent the
delivery of an email, on the basis that: a. The email was a commercial electronic message within the meaning of the Spam Act 2003 of
the Commonwealth, or b. The content of the email or any attachment to the email would or might have resulted in an
unauthorised interference with, damage to or operation of a computer or computer network operated by the school or of any program run by computer or computer network, or
c. The email or any attachment to the email would be regarded by reasonable persons as being, in all the circumstances, menacing, harassing or offensive
2. The school is not aware (and could not reasonably be expected to be aware) of the identity of the employee who sent the email or that the email was sent by an employee
Prohibited Surveillance The school will not carry out, or cause to be carried out, any surveillance of any employee, student, or visitor of the school in any change room, toilet facility or shower or other bathing facility at the school. In addition, the school will also not carry out ‘covert surveillance’ as defined in the Act without authorisation by a covert surveillance authority. SURVEILLANCE RECORDS The school will ensure that any surveillance record made as a result of that surveillance is not used or disclosed unless that use or disclosure is: 1. Use or disclosure for a legitimate purpose related to the employment of employees of the school or the
legitimate business activities of functions of the school, or 2. Disclosure to a member or officer of a law enforcement agency for use in connection with the
detection, investigation or prosecution of an offence, or 3. Use or disclosure for a purpose that is directly or indirectly related to the taking of civil or criminal
proceedings, or 4. Use of disclosure that is reasonably believed to be necessary to avert an imminent threat or serious
violence to persons of substantial damage to property VISIBILITY OF PROCEDURES Publicity of Procedures The school believes that is existence of its Workplace Surveillance Policy must be publicised in such a way that members of staff are reasonably aware of its contents and obligations. Staff Training The school ensures that its procedures are familiar to all staff in the following manner: 1. All new staff are trained in the existence of the policy and the procedures, and compliance with the
policy is a factor considered in the performance development review of all staff. 2. The procedures and any update are distributed to staff members 3. Periodic on‐going training in the policy and procedures are undertaken by the school
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Updating of this document From time to time, this document may be revised to: 1. Improve existing procedures 2. Reflect changes in any applicable legislation The school’s Principal is responsible for ensuring that: 1. This document, and any related documents, are updated when necessary to reflect changes in the law
or when otherwise appropriate 2. The current updated version of this document is given to all relevant people 3. The current version of this document is available to staff on the Intranet Last updated: April 2012
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APPENDIX 1
Form of Surveillance Notice The School has provided you with this Surveillance Notice dated April 2012 in relation to the surveillance carried out by the School in accordance with the Workplace Surveillance Act 2005. 1. The kind of surveillance to be carried out: The School carries out computer surveillance [ and as applicable camera surveillance and tracking surveillance]. 2. How the surveillance will be carried out: The School carries out surveillance in accordance with the School’s Workplace Surveillance Policy. You will have separately received a copy of this policy. 3. When the surveillance will start The School commenced surveillance on the dates shown below:
Type of Surveillance Date of Commencement Computer surveillance Pre 2005 Camera surveillance Pre 2005 Tracking surveillance Nil
4. Whether the surveillance will be continuous or intermittent
Type of Surveillance Continuous or intermittent Computer surveillance Continuous Camera surveillance Continuous
5. Whether the surveillance will be for a specified limited period or ongoing
Type of Surveillance Specified period or ongoing Computer surveillance Ongoing Camera surveillance Ongoing
I acknowledge receipt of the Surveillance Notice dated April 2012 from Christian Community School Limited. I understand the nature and scope of the surveillance undertaken by the School. Signed: __________________________________ Date ___/___/_____ Please sign the duplicate copy and return to the School Office.
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Licence Agreement Original document © 2005 Christian Schools Australia Limited A.C.N. 092 580 124 This publication is protected by Australian and international copyright law. Any member school (or school subscribing to the Christian Schools Staff Relations Service) may use this document in accordance with the CSA Shared Resources Licence, a full copy of which can be obtained from the National Office. In brief this licence allows a school to freely copy, modify and adapt this publication solely for its own use provided that: it • provides CSA with a copy of any modifications or adaptations; • licences CSA to incorporate those changes in any revision that CSA may publish; • licences CSA to distribute the revised document to any other member school; • undertakes not to make this publication or any modifications available to any non‐member school. All other rights are reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording or otherwise, without the prior written permission of Christian Schools Australia Limited. Without limiting the generality of the above the use of this information for commercial purposes is expressly prohibited. The moral rights of the author/s listed below are acknowledged. Prepared by: Mark Spencer CA, B.Bus., M.Lab.Rel. & Law, JP Director of Administration Support NSW & ACT Christian Schools Australia Limited E‐mail: [email protected]
IMPORTANT NOTE: This publication is in the nature of general advice only. While care has been taken in its preparation it should not be considered in isolation or as a substitute for any relevant legislation. No person should rely upon the contents of this paper without first obtaining advice from Christian Schools Australia Limited and/or your legal advisers.
CHILD PROTECTION POLICY For employees and volunteers of Regents Park Christian School
Child Protection Policy for employees and volunteers of
Regents Park Christian School
1 of 9 January 2015
1. Introduction and purpose This is the Child Protection Policy for Regents Park Christian School. This Child Protection Policy has been developed in line with the School’s Child Protection Code of Conduct. Before commencement of employment or engagement with the School, or as soon as practicable thereafter, all School Community Members shall ensure that they read, understand and sign the School’s Child Protec-tion Code of Conduct. This Policy is intended to: (a) Guide staff, volunteers and students on how to behave with Students in the School. (b) Clarify the parameters of appropriate and inappropriate conduct for staff and volunteers of the School in
order to create a safe and supportive environment for Students in accordance with the School’s mission and values and the Christian commitment we embrace.
(c) Model a contemporary workplace at the School that is faith-filled, collaborative, consultative, and lawful-ly compliant in relation to contemporary child protection practice.
The Policy is underpinned by relevant legislation and industrial instruments (see Section 4 Legislation be-low). In the event of any conflict between this Policy and the legislation, the provisions of legislation take prece-dence. 2. Scope This Policy applies to all persons engaged to work in, or to provide services to, the School and its Students. 3. Related codes and policies The policies and codes which are to be read in conjunction with this Policy are: (a) Child Protection Code of Conduct (b) Vision and Mission Statement (c) Staffing Policy (d) Grievance and Conflict Management Policy (e) Risk Management Policy and Procedures (f) Excursions Policy (g) Student Discipline Policy and Procedure (h) Student Wellbeing Policy (i) Secondary Wellbeing Communication Policy (j) Sexual Harassment Policy (k) Bullying and Harassment Policy (l) Computer Acceptable Use Policy
Child Protection Policy for employees and volunteers of
Regents Park Christian School
2 of 9 January 2015
4. Legislation Child protection legislation has been enacted by every state and territory of Australia. This legislation sets out legal and regulatory requirements around the interaction with Students, the care of Students, and the reporting of conduct of concern. The principal legislation is set out in the Schedule. 5. Definitions In this Policy: (a) Student or Students refers to:
(i) a Child or Children which in this Code means persons under the age of 16 years, (ii) a Young Person or Persons which in this Code means persons between the ages of 16 and 18,
and (iii) any Student of the School over the age of 18 years.
(b) Child Protection Contact Person means the person who has been nominated to manage child protec-tion issues within the School as detailed in Section 15 Child Protection Contact Person below.
(c) Grooming behaviour refers to the manipulative cultivation of relationships by an adult in order to devel-op or maintain a sexual relationship with a child (or children) or young person (or persons). Typically the cultivation of relationships will be extended to gain the confidence of the child or young person who is the intended target of the behaviour, his or her family, and others around them including teachers and per-sons in support relationships such as church workers and volunteers, sports coaches and fellow students. Grooming involves a pattern of conduct that is consistent with the aim of developing a sexual relationship and for which there is no other reasonable explanation, and typically involves any or all of the following elements: Persuading a child or young person and those around them that a special relationship exists with the
offending adult; Testing boundaries including codes of conduct and professional standards applying to the adult, and
socially accepted norms of behaviour applying in the circumstances; Inappropriately extending the relationship outside the work environment or framework of authorised
contact; Inappropriate personal communication with the child or young person involved.
(d) Parent or Parents refers to a Student’s biological parents, adoptive parents, legal guardians and/or care-givers.
(e) Reportable Conduct refers to conduct as described in Section 25A of the Ombudsman Act 1974 (NSW)
1.
(f) School Community Member or Members refers to:
(i) All paid employees whether employed on a permanent, temporary or casual basis, and
(ii) All persons who have been engaged to work within the School or who have face to face contact with Students of the School in any place and on any basis, including persons holding a church ministry li-cence or church-appointed position, consultants, students on tertiary practicum placements, or adult volunteers working with students in any capacity.
6. Mission and values in relation to children The School seeks to create a caring environment where Christian values inspire and affirm the highest standards of ethical conduct in relation to the care, support, and welfare of the Students entrusted to it.
1 Applicable in NSW only.
Child Protection Policy for employees and volunteers of
Regents Park Christian School
3 of 9 January 2015
7. Duty of care All School Community Members have a duty to take reasonable care for the safety and welfare of Students in their care. That duty is to consider and take all reasonable action to protect Students from known hazards or risk of harm that can be reasonably predicted. The standard of care that is required of a School Communi-ty Member must take into consideration various factors, such as a Student’s maturity and ability. This duty of care owed to Students by all School Community Members applies during all activities and func-tions conducted or arranged by the School where a Student is in the care of a School Community Member. The risk associated with any activity needs to be assessed and managed by School Community Members before the activity is undertaken. A single serious failure to exercise appropriate duty of care, or persistent repeated failures, may constitute neglect or negligence according to the law if actual harm is caused, or if there is the potential to cause significant harm to a Student. All School Community Members also have a duty to not neglect the welfare of Students. Neglect includes either an action or inaction by a person who has care responsibilities towards a Student which may include: (a) Supervisory neglect (failure to adequately supervise a Student), (b) Carer neglect (grossly inadequate care of a Student), (c) Failure to protect from abuse (unreasonable failure to respond to information that may result in harm to a
Student), and/or (d) Reckless acts or failure to act (including a gross breach of professional standards that may result in harm
to a Student). In relation to this duty of care all School Community Members must participate in training opportunities as proposed to them by the School in order to maintain and update their understanding of child protection law and practice and the School’s policies and procedures in relation to the care of students. 8. Child-focused risk management All School Community Members will ensure that they use child-focused risk management practices in all their activities in accordance with the School’s Policies and Procedures. In this regard all School Community Members must ensure that they comply with all legislative and policy obligations to maintain and update their child protection screening. 9 Reporting Please refer to the flowchart Child Protection Notification Flowchart attached to this Policy. Child protection laws require all School Community Members who are engaged in child-related work or who are otherwise not exempt to have completed a Working With Children Check (see Section 18 Useful Re-sources below) and report certain matters of concern in relation to Students, including: (a) Informing the School if they are charged with or convicted of an offence relevant to working in child-
related employment, or if they have had any reportable allegation made against them, (b) Reporting to the School any allegations or convictions of Reportable Conduct involving any School Com-
munity Member, (c) Reporting to the School any information or concerns about inappropriate behaviour by any School Com-
munity Member that involves a Student, (d) Fulfilling their legal obligation to report risk of significant harm, or to report possible criminal activity, in
accordance with local procedures2, and
(e) Maintaining confidentiality of all parties concerned.
2 (a) NSW - see Mandatory Reporter Guide
(b) ACT - see Reporting Child Abuse - Keeping Children and Young People Safe Refer to Section 13 - Useful Resources.
Child Protection Policy for employees and volunteers of
Regents Park Christian School
4 of 9 January 2015
In any matter where a School Community Member is in doubt as to the requirements of confidentially, they should seek the advice of the Child Protection Contact Person without discussing the matter with others. In any case where the serious concern involves actions or alleged neglect by the Child Protection Contact Per-son a School Community Member must take the matter of concern directly to a person in a higher position. A School Community Member must not take detrimental action against the complainant or person who re-ported the information. This includes any action that could reasonably be perceived to be detrimental action in reprisal. To do so may be regarded as serious misconduct and may result in disciplinary action. 10. Record keeping A School Community Member: (a) Has a responsibility to create and maintain appropriate records of their professional activities and deci-
sions in the care and protection of Students, including contemporaneous records of any disclosure, ob-servations and discussions including any breach of this Policy,
(b) Must remain mindful of the need to retain such records securely and confidentially, and (c) Must seek appropriate advice regarding the retention/destruction of such records. 11. Professional relations with Students The School expects all School Community Members to be caring, compassionate adults who take an interest in the well-being of Students, and who set appropriate boundaries for worker-Student relations. School Community Members must be aware that their interactions with Students are based on a trusting re-lationship arising from the nature of their role in the School, and that those relationships are open to scrutiny. At all times School Community Members must treat Students with respect and behave in ways that promote their safety, welfare and well-being. At all times, School Community Members must conduct themselves in a professional manner towards stu-dents, consistent with their appointed role. School Community Members must not: (a) Engage in inappropriate physical contact/force with a Student including physical/corporal punishment of
a child in the course of their role at the School; (b) Act in ways which may cause a Student to reasonably fear that unjustified force will be used against
them, even if this is not their intention; (c) Behave in a manner which may cause psychological harm to a Student; and/or (d) Correct or discipline a Student in excess of what is reasonable or appropriate for the situation. A School Community Member must not act recklessly in this regard. 12. Sexual Misconduct School Community Members must not: (a) Engage in any conduct with students that could be reasonably construed as crossing professional
boundaries. Inappropriate and overly personal or intimate relationships with, conduct towards, or focus on a Student or group of Students would be considered as such. A single serious ‘crossing of the boundaries’ by a School Community Member, or persistent less serious breaches of professional con-duct in this area, may constitute sexual misconduct, particularly if a School Community Member either knows, or ought to have known, that such behaviour was unacceptable.
(b) Engage in conduct that is reflective of grooming behaviour in relation to a Student, their family or friends.
(c) Make sexually explicit comments or engage in other sexually overt behaviour towards, or in the pres-ence of, a Student.
(d) Have an intimate or romantic or sexual relationship with any student regardless of their age (it is irrele-vant whether the relationship is consensual or non-consensual or condoned by parents). And/or
(e) Commit a criminal offence involving a sexual element that is committed against, with or in the presence of a Student or any Child or Children in any other circumstances.
Child Protection Policy for employees and volunteers of
Regents Park Christian School
5 of 9 January 2015
Where there are existing personal relationships between a School Community Member and a Student such as a family relationship or a close friendship, the School Community Member must behave in a transparent and prudent fashion, and be mindful of any perceived conflict of interest or purpose, ensuring that the School Community Member does not breach any law, this Policy, or any other relevant School policy. In circumstances where such personal relationships may appear to be questionable or inappropriate, or may appear to be in breach of any law, this Policy, or other relevant policy, the School Community Member must notify their supervisor of such relationships so that any potential or perceived conflict may be carefully man-aged. Appropriate declarations must be made to the School as early as possible. 13. ICT and social media In relation to communicating with Students, School Community Members must comply with all relevant poli-cies and procedures of the School applicable to electronic information and communication technology (ICT) and social media. School Community Members are prohibited from photographing or filming a Student other than for purposes approved by the School. Secretly taking photographs or other images of Students, retaining them for unjusti-fiable purposes, sending them to other persons or posting them online is strictly prohibited. 14. Alcohol, drugs and tobacco School Community Members must not purchase for, offer, supply, give or administer to a Student, including those over the age of 18, illegal drugs, restricted substances, prescribed or non-prescribed medication (un-less dealing with or administering medication in accordance with relevant policy), alcohol, and/or tobacco. School Community Members must not encourage or condone the use by a Student of illegal drugs, restricted substances, alcohol, and/or tobacco. School Community Members must not consume illegal drugs, restricted substances, alcohol or tobacco on school premises or at any school-related activity where a Student is present. 15. School Child Protection Contact Person The nominated School Child Protection Contact Person is Les Barnard who may be contacted (02) 9644 5144. 16. Consequences of failure to comply with this Policy All School Community Members are required to be aware of and comply with this Policy. There may be consequences for a breach thereof. An alleged breach of this Policy may require: (a) An internal report to be made, (b) A referral to external authorities under relevant legislation, and/or (c) An investigation to be conducted. If a breach of this Policy is established this may result in disciplinary action being taken against any School Community Member. In relation to a School Community Member who is an employee, such disciplinary action may result in termi-nation of their employment. In relation to a School Community Member who is a person holding a church ministry licence or church-appointed position, or any consultant, student on tertiary practicum placement, or volunteer, conduct that is assessed as being a breach of this Policy may lead to the termination of their engagement with the School.
Child Protection Policy for employees and volunteers of
Regents Park Christian School
6 of 9 January 2015
17. Further information Further information about the processes required under this Policy can be sought from the School Child Pro-tection Contact. 18. Useful resources
NEW SOUTH WALES
NSW Working with Children Check www.kidsguardian.nsw.gov.au/Working-with-children/working-with-children-check
NSW Family and Community Services - Protecting Children
www.community.nsw.gov.au/docs_menu/preventing_child_abuse_and_neglect/protecting_children.html
NSW Family and Community Services - Guide to making a child protection report
www.community.nsw.gov.au/kts/guidelines/reporting/index.htm
NSW Mandatory Reporter Guide www.community.nsw.gov.au/kts/guidelines/documents/mandatory_reporter_guide.pdf
NSW Ombudsman and Employment Re-lated Child Protection
http://www.ombo.nsw.gov.au/what-we-do/our-work/employment-related-child-protection
AUSTRALIAN CAPITAL TERRITORY
ACT Office of Regulatory Services www.ors.act.gov.au/cache/attachments/11370
ACT Care and Protection Services www.communityservices.act.gov.au/ocyfs/services/care_and_protection
Reporting Child Abuse - Keeping Children and Young People Safe
www.communityservices.act.gov.au/__data/assets/pdf_file/0017/5660/Keeping_Children_Young_People_Safe_November2012.pdf
ACT Teacher Quality Institute Code of Pro-fessional Practice
www.legislation.act.gov.au/di/2014-22/current/pdf/2014-22.pdf
Child Protection Policy for employees and volunteers of
Regents Park Christian School
7 of 9 January 2015
THE SCHEDULE
NEW SOUTH WALES
Children and Young Per-sons (Care and Protection) Act 1998 (NSW)
Children and Young Persons (Care and Protection) Amendment (Paren-tal Responsibility Contracts) Act 2006 (NSW)
Child Protection (Working with Chil-dren) Act 2012 (NSW)
Child Protection (Offenders Registration) Act 2000 (NSW)
Crimes Act 1900 (NSW) Child Protection (Working with Chil-dren) Regulation 2013 (NSW)
Ombudsman Act 1974 (NSW)
Child Protection (Working with Chil-dren) Amendment (Miscellaneous) Regulation 2013 (NSW)
AUSTRALIAN CAPITAL TERRITORY
Children and Young People Act 2008 (ACT)
Human Rights Act 2004 (ACT) Adoption Act 1993 (ACT)
Public Advocate Act 2005 (ACT)
Working With Vulnerable People (Background Checking) Act 2011
COMMONWEALTH OF AUSTRALIA
Family Law Act 1975 (Cth) Australian Human Rights Commis-sion Act 1986 (Cth)
UNITED NATIONS
Convention on the Rights of the Child
Declaration of the Rights of the Child
CHILD PROTECTION NOTIFICATION FLOWCHART Reporting procedures for employees and volunteers pursuant to the Child Protection Code of Conduct
and Child Protection Policy of Regents Park Christian School
School Community Member forms a child protection concern
as a result of anything they have seen, heard or been told → re-
fers to Child Protection Contact Person (CPCP)
CPCP asks questions to clarify the situation
CPCP / Principal assesses situation Was the action reasonable for the management,
care or discipline of the student(s)? Was the action in accord with the School’s Code
of Conduct?
YES Manage/respond
according to
School’s normal
procedures
NO
Child Protection Contact Person / Principal Assess immediate needs for care and protection of the student(s) in-
volved and consider any need for intervention by Community Services
Assess whether disclosures or allegations suggest possible criminal con-duct and consider any need for notification to Police. If so do not conduct
any internal enquiries or make any further response without consultation with police
Consider and address risk management issues subject to involvement / input from Community Services and/or police
Consider reportable conduct Does the matter allege reportable conduct as defined - if yes, go to pro-
cedures for notifying Ombudsman and respond as required Consider any ‘class or kind’ exemptions that may apply (if school is
eligible) Consider need for formal investigation and notification of outcomes Consider notification to the Children’s Guardian in the event of find-
ings of sexual offences or sexual misconduct involving a child; or serious physical assault of a child
CHILD PROTECTION CODE OF CONDUCT For employees and volunteers of Regents Park Christian School
Child Protection Code of Conduct
for employees and volunteers of Regents Park Christian School
January 2015 1 of 4
1. Introduction and purpose
This Child Protection Code of Conduct outlines the School’s values, commitments and expectations in rela-tion to child protection matters, and reflects its commitments to:
PROVIDE An open, welcoming and safe environment for everyone participating in the School’s education programs, pastoral services and related programs.
PROVIDE High quality education, pastoral services and related programs for students and their families that are safe and welcoming for them and set in a Christian context.
SEEK Input and guidance from students, parents, employees and others who make up the School community, so these standards are maintained.
REQUIRE All School Community Members to demonstrate a commitment to the high-est standards of ethics, professional behaviour and Christian standards in dealings with children and young people.
REQUIRE All School Community Members to share a common responsibility to main-tain the School’s reputation for integrity in relation to child protection matters.
2 Scope
This Child Protection Code of Conduct applies to all School Community Members. In this Code of Conduct:
(a) Student or Students refers to:
(i) a Child or Children which is defined in this Code as being a person under the age of 16 years
(ii) a Young Person or Persons which is defined in this Code as a person between the ages of 16 and 18 years, and
(iii) any other Student of the School over the age of 18 years.
(b) School Community Members refers to:
(i) All paid employees whether employed on a permanent, temporary or casual basis, and
(i) All persons who have been engaged to work within the School or who have face to face contact with Students of the School in any place and on any basis, including persons holding a church min-istry licence or church-appointed position, consultants, students on tertiary practicum placements, or adult volunteers working with students in any capacity.
3. Mission and values in relation to Students
The School seeks to create a caring environment where Christian values inspire and affirm the highest standard of ethical conduct in relation to the care, support, and welfare of Students entrusted to it.
4. Code of Conduct
All School Community Members must keep to the Child Protection Code of Conduct.
Child Protection Code of Conduct
for employees and volunteers of Regents Park Christian School
January 2015 2 of 4
5. Expectations of School Community Members
All School Community Members:
WILL Treat everyone with respect and honesty. WILL Behave as a positive role model to Students in all interactions with them. WILL Follow School policy and procedures for the safety of Students as outlined in the
School’s Child Protection Policy and related materials. WILL When conducting any one-to-one activity with a Student:
• ensure that another adult is present or within sight at all times during one-to-one activity;
• ensure that this adult is actively engaged and aware of the action of the School Community Member at all times during the one-to-one activity; and
• if the active engagement and awareness of another adult is not possible or prac-ticable, ensure that prior approval for the one-to-one activity has been obtained from the School Community Member’s immediate supervisor.
WILL Record and act on a complaint of abuse, ill-treatment or neglect of a Student.
WILL Behave in a caring, compassionate manner following the example left for us by Jesus Christ, as a person who takes an interest in the well-being of Students and who sets appropriate boundaries in their interaction with Students.
WILL Respect the duty to take reasonable care for the safety and welfare of Students. WILL Complete and maintain current a Working With Children Check with the Office of the
Children’s Guardian.
WILL Inform the School if they are charged with or convicted of an offence relevant to working in child-related employment, or if they have had any reportable allegation made against them.
WILL Report to the School any allegations or convictions of Reportable Conduct involving any School Community Member.
WILL Report to the School any information or concerns about inappropriate behaviour by any School Community Member that involves a Student.
WILL Fulfil their legal obligation to report risk of significant harm, or to report possible crim-inal activity, in accordance with local procedures
WILL Maintain the confidentiality of all parties concerned.
WILL As far as their role and relationship with Students requires and is appropriate, be familiar with the School’s procedures for providing Students with or allowing Stu-dents to have access to, prescribed or other medication; and will not allow Students to have access to medications that are not prescribed or recommended for them.
WILL NOT Develop any 'special' or selective relationships with a Student that could be seen as favouritism such as the offering of gifts or special treatment.
WILL NOT In the absence of the prior approval from the School Community Member’s immedi-ate supervisor, or without the active participation of another adult, engage in one-to-one contact with a Student such as:
doing things of a personal nature that Students can do for themselves, such as going to the toilet or changing clothes
accompanying a Student alone in a vehicle
visiting a student’s home in circumstances where the Student is alone
tutoring a student, and/or
disciplining or counselling a Student.
WILL NOT Engage in conduct that could be construed as grooming behaviour of a student or their close family or friends.
WILL NOT Engage in inappropriate physical contact/force with a Student including physi-cal/corporal punishment of a Student.
WILL NOT Act in ways which may cause a Student to reasonably fear that unjustified force will be used against them, even if this is not their intention.
Child Protection Code of Conduct
for employees and volunteers of Regents Park Christian School
January 2015 3 of 4
WILL NOT Swear, blaspheme or use inappropriate or disparaging language in the presence of, towards or about any Student or any School Community Member
WILL NOT Behave in a manner which may cause psychological harm to a Student.
WILL NOT Correct or discipline a Student in excess of what is reasonable or appropriate for the situation.
WILL NOT Consume or have in their possession alcohol, drugs, tobacco or any prohibited sub-stances on the grounds of the school or at any place where activities of the School are being conducted; or allow students to consume or have in their possession alco-hol, drugs, tobacco or any prohibited substances at any place and in any circum-stances where they are engaged in the activities of the School.
WILL NOT Neglect any Student or allow any Students to place themselves at risk when in the care of the School Community Member, or fail to exercise reasonable care for the safety and wellbeing of any Student in any situation where there is a reasonable ex-pectation that they should do so.
WILL NOT Engage in communication with any Student by any means or by any device, in any manner that contravenes the School’s policies and procedures relating to electronic information, communication technology and social media.
WILL NOT Engage in crossing professional boundaries through behaviour that can reasonably be construed as involving an inappropriate and/or overly personal or intimate rela-tionship with, conduct towards, or focus on a Student or a group of Students.
WILL NOT Otherwise abuse, neglect, ill-treat or exploit students or other children.
6. Further information
Further reference should be made to the School’s Child Protection Policy.
Further information about this Code can be sought from the School’s Child Protection Contact Person.
Child Protection Code of Conduct
for employees and volunteers of Regents Park Christian School
January 2015 4 of 4
ACKNOWLEDGEMENT BY SCHOOL COMMUNITY MEMBER
I, ………………………………………………………………………………………………………………………. [insert Full Name]
being employed or engaged by the School in the following role …………………………………………………….
[insert position]
hereby ACKNOWLEDGE:
That I have received the above Child Protection Code of Conduct and the School’s Child Protection Poli-cy.
That I have read the Child Protection Code of Conduct and Child Protection Policy and am obliged to comply with the Code and Policy, including any amendments made by the School from time to time.
That I am aware that a current copy of the Child Protection Code of Conduct and Child Protection Policy is posted on the School’s website.
…………………………………… Signature
…………………………………… Date
NB This signed and completed form must be returned within 7 days of commencement of employment or engagement with the School to Les Barnard. Failure to do so will not affect the applicability of this Child Pro-tection Code of Conduct or any of its provisions to you.