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1 Employee Services Team P F E info@mn.catholic.edu.au EMPLOYMENT COLLECTION NOTICE 1. In applying for this position you will be providing the Diocese of Maitland-Newcastle Catholic Schools Office (CSO) with personal information. Our contact details are contained on this page. 2. If you provide us with personal information, for example, your name and address or information contained on your resume, we will collect this information in order to assess your application for registration for employment. We may keep this information on file. 3. The CSO Privacy Policy sets out how you may seek access to your personal information and how you may complain about a breach of the APPs. 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; schools, government departments e.g. Roads & Maritime Services Working With Children Check (WWCC), the NSW Education Standards Authority (NESA), the Catholic Education Commission (CEC) and the Catholic Commission for Employment Relations (CCER). 5. We are required to conduct a Working with Children Check and we collect information regarding whether you are or have been the subject of an Apprehended Violence Order and certain criminal offences under Child Protection law. We may also collect personal information about you in accordance with these laws. 6. The CSO 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 CSO and why, that they can access that information if they wish and the CSO does not usually disclose the information to third parties.

2 REQUIREMENT TO TEACH To teach in the Diocese of Maitland-Newcastle, New Scheme Teachers and Returning Teachers are required to be accredited with NESA (NSW Education Standards Authority). A New Scheme Teacher is any teacher who commenced teaching in NSW after 1 October Returning Teachers are teachers who have returned to teaching in New South Wales after an absence of 5 years or teachers who are teaching in NSW for the first time. Teachers who have worked in NSW since before 1 October 2004, and have not had a break from teaching of more than 5 years, are not currently required to be accredited. To maintain accreditation with NESA, teachers are required to pay the annual fee and meet the requirements of accreditation. As demanded by law in New South Wales, failure to maintain accreditation with NESA will forfeit a teacher s right to teach in the Diocese of Maitland-Newcastle. PLEASE PRINT THIS PAGE AND KEEP AS YOUR PERSONAL COPY 841 Hunter Street, Newcastle West 2302 PO BOX 714 Newcastle NSW 2300

3 1 Employee Services STAFFING TEAM P F E info@mn.catholic.edu.au Guidelines for Completion of Application for Principalship 1. APPLICATION PROCESS Before completing the Application Form please ensure that you can meet the Essential Criteria for the position. An Application Package containing the following elements should be completed: (a) A Covering Letter, which outlines reasons for your application (b) A completed Application Form (enclosed) (c) A statement of your Vision of Catholic Education. (d) Statements addressing the Selection Criteria for the position (Essential and Desirable) (e) Curriculum Vitae include tertiary education/qualifications/teaching and employment history The CV should also contain the names and contact numbers for the following referees: (i) Parish Priest (ii) Senior Educationalist, CSO/Area Supervisor (iii) Other professional referee The covering letter should be addressed to the Director of Schools and returned via to contact person by the advertised closing time and date as listed on the CSO website.

4 2 2. REFEREE The Application and Information Package contains documentation for each of your nominated referees. It is your responsibility to forward this documentation to these people, as soon as possible, so that the selection process can proceed. You should, firstly, check to ensure that these people are prepared to be nominated as referees on your behalf, and to support your application. If applying for more than one position, for all referees other than the Parish Priest, separate referee forms should be supplied for each position applied for. 3. EMPLOYMENT SCREENING Child Protection Legislation requires preferred applicants to be subject to employment screening. (Refer The New Working with Children Check as enclosed.) 4. DIOCESE OF MAITLAND-NEWCASTLE REGISTRATION PROCESS If you are successful in your application and are not currently employed within the Diocese of Maitland- Newcastle you will be required to complete the registration process for the Diocese.

5 Employee Services STAFFING TEAM P F E info@mn.catholic.edu.au Application for Position of Principal SCHOOL(S) APPLIED FOR: I hereby make application to the Director of Schools for appointment to the above position and tender the following information in support of my application. PERSONAL Surname: Given Name(s): Preferred Title: (eg. Mr Mrs Miss Ms etc.) If previously employed under a different name(s), please state name(s) Date of Birth: Marital Status: Residential Address Postal Address (if different to residential address): Telephone No.: TERTIARY EDUCATION (i) University Studies University: Year Degree Awarded: Religion: Degree: (ii) (iii) Teacher Education University/CAE: Year Degree/Diploma Awarded: Degree/Diploma: Type of Course (please tick) INFANTS PRIMARY SECONDARY Other Course (including non-examination courses) Give details of: (a) name of course; (b) institute where course was taken; (c) length of course; (d) whether course was full-time or part-time (e) certificate or diploma awarded. Subjects......

6 DECLARATION BY APPLICANT (Place an X in the appropriate boxes) YES NO 1. Is all appropriate documentation is attached to this form? 2. In respect of a criminal record (in NSW or elsewhere), have you had: a conviction for sexual or drug offences; convictions for other offences within the last ten years; child sexual assault charges 3. In respect of your personal suitability, have you: had a record of unsatisfactory service; had previous disciplinary action in NSW or in another State/Territory/organisation; been the subject of an apprehended violence order to protect a child under the age of In respect of your health are you able to carry out the full range of duties of a teacher, including student supervision and co-curricular duties. 5. I certify the accuracy of the above information. 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. 6. I accept the conditions and expectations of employment in the Diocese of Maitland-Newcastle as per the attached Statement of Principles. I agree to support the philosophy, policies, practices and procedures of the Diocese of Maitland-Newcastle. 7. 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. Applicant s signature:... Date:...

7 Employment in the Diocese of Maitland-Newcastle Schools STATEMENT OF PRINCIPLES The task of the Catholic School: From the nature of the Catholic school stems one of the most significant elements of its educational project: the synthesis between culture and faith. Indeed, knowledge is set in context of faith becomes wisdom and life vision. [The Catholic School on the Threshold of the Third Millennium: 1997] This broad philosophical stance reveals a concern for an education that combines sound knowledge and skills with an overall personal development rooted in Christian values. The Diocese of Maitland-Newcastle Catholic community desires its school to be communities of faith. Such an education involves a high level of inter-personal transaction between teacher and pupil. Pope John Paul II has spelt out key implications of this for teachers who work in Catholic Schools: Teaching has an extraordinary moral depth and is one of humanity s most excellent and creative activities, for the teacher does not write on inanimate material, but on the very spirits of human beings. The personal relations between the teacher and the students, therefore, assume an enormous importance and are not limited simply to giving and taking. Moreover, we must remember that teachers and educators fulfil a specific Christian vocation and share an equally specific participation in the mission of the Church, to the extent that the Church depends chiefly on them for the Catholic school to achieve its purpose. [The Catholic School on the Threshold of the Third Millennium: 1997] The Philosophy of the Catholic Education expressed in a growing number of documents and policy statements over the last decade, guides the Catholic School in its functioning. Whilst it is accountable to the community at large for the provision of quality education to young citizens, it is also accountable to the Church community for providing this within the context of Christian Gospel values as espoused by the Catholic tradition. The Catholic school is more than an educative institution; it is a key-part of the Church an essential element in the Church s mission. So too a staff member in the Catholic school is more than an employee. He/she ministers in the name of the Church and of the Gospel in one way or another. Every employee in the Catholic school has an indispensable role to play. It is expected of all employees employed in a Catholic school that they: (i) (ii) (iii) (iv) (v) (vi) (vii) (viii) be appropriately qualified be committed to regular on-going professional development will meet the requirements of the Faith Education Accreditation policy be committed to an inclusive approach to Education respect and support the Catholic educational philosophy of the school and Diocese maintain an adequate understanding of those aspects of Catholic teaching that touch upon their daily tasks by their teaching and personal example, strive to inculcate in students an appreciation and acceptance of Christian teaching and values avoid, whether by word, action of known life-style, any influence upon students that is contrary to the teaching and values of the Church community in whose name they act PLEASE DETACH THIS PAGE AS YOUR PERSONAL COPY

8 Employee Services STAFFING TEAM P F E Infor@mn.catholic.edu.au PROFESSIONAL REFEREE FOR PRINCIPAL POSITION Confidential Report for members of Interview Panel only NAME OF APPLICANT... SCHOOL APPLIED FOR REFEREE INFORMATION 1.1 Your Name:... Your Position:... Phone Number: (mobile)... (work) In what capacity do you know the applicant? For how many years have you known the applicant? SELECTION CRITERIA Please tick the appropriate box in relation to how the applicant meets each criterion statement HS Highly satisfactory S Satisfactory C Concern SC Serious Concern UA Unable to comment FAITH DIMENSION HS S C SC U/A Capacity to promote, enhance and integrate a Catholic religious dimension into all aspects of school life Commitment to the Church s mission demonstrated by regular worship Commitment to integration of faith in daily living A sound understanding of Church tradition, teaching and culture Knowledge of current trends in Religious Education curriculum Capacity to articulate a vision of the spiritual dimension of the school Experience in contributing to the development of a faith community of adults and students Further comment (optional): EDUCATIONAL DIMENSION HS S C SC U/A Capacity to articulate a vision of the educational expectations, goals and standards for a school Knowledge of NESA requirements Motivates and develops others in educational practice Recognises and communicates educational achievements of a school Capacity to provide curriculum and educational leadership Knowledge of current trends in curriculum development Has the skills to develop high quality teaching and learning Is a competent role model as a teacher Will encourage innovation and a culture of professional reflection about teaching and learning

9 Further comment (optional): COMMUNITY DIMENSION HS S C SC U/A Capacity to promote the professionalism of staff that enhances the life of the school and contributes to a sense of community Encourages the professionalism of all staff through appropriate selection, induction, professional learning opportunities and evaluation of staff performances Will expect and develop high standards of staff so as to enhance the positive culture of the school Ability to engage with the local community to promote the schools in a positive light and as an inclusive community Promotes communication with the wider community and encourages the school community to see itself as a part of the wider community Has a presence that builds / contributes to positive school culture Further comment (optional): ORGANISATIONAL DIMENSION HS S C SC U/A Able to demonstrate sound organisation and administrative leadership skills Willingness to work within and contribute to the Diocesan school system Develops and implements policy based on diocesan priorities and reflecting principles of justice Demonstrated skills in analysis and organization Has well developed skills in delegation and supervision Well-developed skills in oral and written communication Further comment (optional): INNER/INTERPERSONAL SKILLS HS S C SC U/A Able to develop positive relationships with staff, students, parents and wider community Facilitates a co-operative relationship between parish and school Demonstrated skills in working with staff, students and parents Establishes and maintains effective care of students and staff Provides a range of opportunities for parent involvement in the life of the school A capacity to lead a school in a manner that engages people in the life and operation of the school Demonstrated commitment to collaborative leadership in the creation of community Establishes and maintains just and effective decision-making and communication structures Able to demonstrate a reflective attitude towards her/his performance in the role Shows an openness to the feedback by others in regard to how they conduct themselves in the role Further comment (optional):......

10 2.1 General Comments on the Criteria listed above (optional) 3.0 Please provide further comments on: 3.1 Professional Judgement 3.1 Ability to cope with stress 4.0 On what grounds do you recommend/not recommend the applicant for the position? In light of the above what would be your recommendation? Highly Recommended Recommended Recommended with Hesitation Not Recommended Signature... Date... On completion please this form to

11 Employee Services STAFFING TEAM P F E info@mn.catholic.edu.au PROMOTION POSITIONS PRO-FORMA FROM A PARISH PRIEST * Applicants for promotions positions with the Catholic Schools Office should arrange an interview with the Parish Priest of your parish of worship to have this form completed. The form is to be returned directly to the Catholic Schools Office. * The co-operation of parish priests in completing this pro-forma is appreciated. NAME OF APPLICANT: POSITION APPLIED FOR: NAME OF PRIEST: PARISH: Number of years I have known applicant: Have you interviewed the person? YES NO Does applicant worship at local parish? YES NO another parish? *YES NO *(If yes which parish? ) Involvement in parish life: Brief outline of your appraisal of this person s suitability for a promotions position in a Catholic School: Signed: Date: Please return directly to Info@mn.catholic.edu.au

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