❓ A parliamentary question regarding the State School Teachers’ Union's claims of potential school closures due to teacher shortages. The Minister acknowledges the issue of an ageing workforce and outlines strategies to attract and retain teachers, downplaying the immediate severity of the shortage.
AnsweredQoN 855Legislative Council
QuestionView source ↗
SCHOOLTEACHERS - UNION’S CLAIMS
I refer to the statement in today’s The West Australian by the State School Teachers’ Union of Western Australia that government schools may need to operate only four days a week due to a lack of teachers. (1) Can the minister explain why these concerns have been raised, especially when the minister regularly informs the house that everything involving teachers and schools in Western Australia is in good shape? (2) Is there any validity in this statement by the teachers’ union? (3) Will the minister meet with the teachers’ union as soon as possible to discuss its concerns, given the old adage that where there is smoke, there is fire? The PRESIDENT : Hon Bruce Donaldson knows that he should not use that last phrase, but I will let that pass. Hon LJILJANNA RAVLICH
I refer to the statement in today’s The West Australian by the State School Teachers’ Union of Western Australia that government schools may need to operate only four days a week due to a lack of teachers. (1) Can the minister explain why these concerns have been raised, especially when the minister regularly informs the house that everything involving teachers and schools in Western Australia is in good shape? (2) Is there any validity in this statement by the teachers’ union? (3) Will the minister meet with the teachers’ union as soon as possible to discuss its concerns, given the old adage that where there is smoke, there is fire? The PRESIDENT : Hon Bruce Donaldson knows that he should not use that last phrase, but I will let that pass. Hon LJILJANNA RAVLICH
AnswerView source ↗
(1)-(3) I thank the honourable member for the question because it is probably the most intelligent question he has asked for a long time, and that is good. I am glad that he is interested in education. Hon Barbara Scott : What an insult. Hon LJILJANNA RAVLICH : That is from my perspective; it may not be from Hon Barbara Scott’s perspective. I thought the question was very well crafted. It related to an issue that is topical. Hon Barbara Scott : Who are you to judge that the member’s other questions have not been intelligent? Hon LJILJANNA RAVLICH : Hon Barbara Scott is getting jealous because she has never asked an intelligent question. On this occasion Hon Bruce Donaldson has asked a very intelligent question, and I am really happy to answer it. I thank him for it and commend him for taking an interest in education. Hon Simon O’Brien : Well done. I am proud of you. Several members interjected. Hon LJILJANNA RAVLICH : He is looking for a new deputy for when he becomes the leader. I am happy about this question. The department continues to be proactive in exploring strategies to deal with the problem that it faces, which is not unlike problems faced by any agency or the broader business community in Western Australia; that is, an ageing demographic and an ageing work force. If members want a good example of it, they need look no further than at this place. The point is that we have an ageing demographic. Several members interjected. Hon Kate Doust : Not on this side. Hon LJILJANNA RAVLICH : I am part of it. I am nearly 50, if members can believe it! Several members interjected. Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
(1) Can the minister explain why these concerns have been raised, especially when the minister regularly informs the house that everything involving teachers and schools in Western Australia is in good shape? (2) Is there any validity in this statement by the teachers’ union? (3) Will the minister meet with the teachers’ union as soon as possible to discuss its concerns, given the old adage that where there is smoke, there is fire? The PRESIDENT : Hon Bruce Donaldson knows that he should not use that last phrase, but I will let that pass. Hon LJILJANNA RAVLICH replied: (1)-(3) I thank the honourable member for the question because it is probably the most intelligent question he has asked for a long time, and that is good. I am glad that he is interested in education. Hon Barbara Scott : What an insult. Hon LJILJANNA RAVLICH : That is from my perspective; it may not be from Hon Barbara Scott’s perspective. I thought the question was very well crafted. It related to an issue that is topical. Hon Barbara Scott : Who are you to judge that the member’s other questions have not been intelligent? Hon LJILJANNA RAVLICH : Hon Barbara Scott is getting jealous because she has never asked an intelligent question. On this occasion Hon Bruce Donaldson has asked a very intelligent question, and I am really happy to answer it. I thank him for it and commend him for taking an interest in education. Hon Simon O’Brien : Well done. I am proud of you. Several members interjected. Hon LJILJANNA RAVLICH : He is looking for a new deputy for when he becomes the leader. I am happy about this question. The department continues to be proactive in exploring strategies to deal with the problem that it faces, which is not unlike problems faced by any agency or the broader business community in Western Australia; that is, an ageing demographic and an ageing work force. If members want a good example of it, they need look no further than at this place. The point is that we have an ageing demographic. Several members interjected. Hon Kate Doust : Not on this side. Hon LJILJANNA RAVLICH : I am part of it. I am nearly 50, if members can believe it! Several members interjected. Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
(2) Is there any validity in this statement by the teachers’ union? (3) Will the minister meet with the teachers’ union as soon as possible to discuss its concerns, given the old adage that where there is smoke, there is fire? The PRESIDENT : Hon Bruce Donaldson knows that he should not use that last phrase, but I will let that pass. Hon LJILJANNA RAVLICH replied: (1)-(3) I thank the honourable member for the question because it is probably the most intelligent question he has asked for a long time, and that is good. I am glad that he is interested in education. Hon Barbara Scott : What an insult. Hon LJILJANNA RAVLICH : That is from my perspective; it may not be from Hon Barbara Scott’s perspective. I thought the question was very well crafted. It related to an issue that is topical. Hon Barbara Scott : Who are you to judge that the member’s other questions have not been intelligent? Hon LJILJANNA RAVLICH : Hon Barbara Scott is getting jealous because she has never asked an intelligent question. On this occasion Hon Bruce Donaldson has asked a very intelligent question, and I am really happy to answer it. I thank him for it and commend him for taking an interest in education. Hon Simon O’Brien : Well done. I am proud of you. Several members interjected. Hon LJILJANNA RAVLICH : He is looking for a new deputy for when he becomes the leader. I am happy about this question. The department continues to be proactive in exploring strategies to deal with the problem that it faces, which is not unlike problems faced by any agency or the broader business community in Western Australia; that is, an ageing demographic and an ageing work force. If members want a good example of it, they need look no further than at this place. The point is that we have an ageing demographic. Several members interjected. Hon Kate Doust : Not on this side. Hon LJILJANNA RAVLICH : I am part of it. I am nearly 50, if members can believe it! Several members interjected. Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
(3) Will the minister meet with the teachers’ union as soon as possible to discuss its concerns, given the old adage that where there is smoke, there is fire? The PRESIDENT : Hon Bruce Donaldson knows that he should not use that last phrase, but I will let that pass. Hon LJILJANNA RAVLICH replied: (1)-(3) I thank the honourable member for the question because it is probably the most intelligent question he has asked for a long time, and that is good. I am glad that he is interested in education. Hon Barbara Scott : What an insult. Hon LJILJANNA RAVLICH : That is from my perspective; it may not be from Hon Barbara Scott’s perspective. I thought the question was very well crafted. It related to an issue that is topical. Hon Barbara Scott : Who are you to judge that the member’s other questions have not been intelligent? Hon LJILJANNA RAVLICH : Hon Barbara Scott is getting jealous because she has never asked an intelligent question. On this occasion Hon Bruce Donaldson has asked a very intelligent question, and I am really happy to answer it. I thank him for it and commend him for taking an interest in education. Hon Simon O’Brien : Well done. I am proud of you. Several members interjected. Hon LJILJANNA RAVLICH : He is looking for a new deputy for when he becomes the leader. I am happy about this question. The department continues to be proactive in exploring strategies to deal with the problem that it faces, which is not unlike problems faced by any agency or the broader business community in Western Australia; that is, an ageing demographic and an ageing work force. If members want a good example of it, they need look no further than at this place. The point is that we have an ageing demographic. Several members interjected. Hon Kate Doust : Not on this side. Hon LJILJANNA RAVLICH : I am part of it. I am nearly 50, if members can believe it! Several members interjected. Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
The PRESIDENT : Hon Bruce Donaldson knows that he should not use that last phrase, but I will let that pass. Hon LJILJANNA RAVLICH replied: (1)-(3) I thank the honourable member for the question because it is probably the most intelligent question he has asked for a long time, and that is good. I am glad that he is interested in education. Hon Barbara Scott : What an insult. Hon LJILJANNA RAVLICH : That is from my perspective; it may not be from Hon Barbara Scott’s perspective. I thought the question was very well crafted. It related to an issue that is topical. Hon Barbara Scott : Who are you to judge that the member’s other questions have not been intelligent? Hon LJILJANNA RAVLICH : Hon Barbara Scott is getting jealous because she has never asked an intelligent question. On this occasion Hon Bruce Donaldson has asked a very intelligent question, and I am really happy to answer it. I thank him for it and commend him for taking an interest in education. Hon Simon O’Brien : Well done. I am proud of you. Several members interjected. Hon LJILJANNA RAVLICH : He is looking for a new deputy for when he becomes the leader. I am happy about this question. The department continues to be proactive in exploring strategies to deal with the problem that it faces, which is not unlike problems faced by any agency or the broader business community in Western Australia; that is, an ageing demographic and an ageing work force. If members want a good example of it, they need look no further than at this place. The point is that we have an ageing demographic. Several members interjected. Hon Kate Doust : Not on this side. Hon LJILJANNA RAVLICH : I am part of it. I am nearly 50, if members can believe it! Several members interjected. Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
Hon LJILJANNA RAVLICH replied: (1)-(3) I thank the honourable member for the question because it is probably the most intelligent question he has asked for a long time, and that is good. I am glad that he is interested in education. Hon Barbara Scott : What an insult. Hon LJILJANNA RAVLICH : That is from my perspective; it may not be from Hon Barbara Scott’s perspective. I thought the question was very well crafted. It related to an issue that is topical. Hon Barbara Scott : Who are you to judge that the member’s other questions have not been intelligent? Hon LJILJANNA RAVLICH : Hon Barbara Scott is getting jealous because she has never asked an intelligent question. On this occasion Hon Bruce Donaldson has asked a very intelligent question, and I am really happy to answer it. I thank him for it and commend him for taking an interest in education. Hon Simon O’Brien : Well done. I am proud of you. Several members interjected. Hon LJILJANNA RAVLICH : He is looking for a new deputy for when he becomes the leader. I am happy about this question. The department continues to be proactive in exploring strategies to deal with the problem that it faces, which is not unlike problems faced by any agency or the broader business community in Western Australia; that is, an ageing demographic and an ageing work force. If members want a good example of it, they need look no further than at this place. The point is that we have an ageing demographic. Several members interjected. Hon Kate Doust : Not on this side. Hon LJILJANNA RAVLICH : I am part of it. I am nearly 50, if members can believe it! Several members interjected. Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
(1)-(3) I thank the honourable member for the question because it is probably the most intelligent question he has asked for a long time, and that is good. I am glad that he is interested in education. Hon Barbara Scott : What an insult. Hon LJILJANNA RAVLICH : That is from my perspective; it may not be from Hon Barbara Scott’s perspective. I thought the question was very well crafted. It related to an issue that is topical. Hon Barbara Scott : Who are you to judge that the member’s other questions have not been intelligent? Hon LJILJANNA RAVLICH : Hon Barbara Scott is getting jealous because she has never asked an intelligent question. On this occasion Hon Bruce Donaldson has asked a very intelligent question, and I am really happy to answer it. I thank him for it and commend him for taking an interest in education. Hon Simon O’Brien : Well done. I am proud of you. Several members interjected. Hon LJILJANNA RAVLICH : He is looking for a new deputy for when he becomes the leader. I am happy about this question. The department continues to be proactive in exploring strategies to deal with the problem that it faces, which is not unlike problems faced by any agency or the broader business community in Western Australia; that is, an ageing demographic and an ageing work force. If members want a good example of it, they need look no further than at this place. The point is that we have an ageing demographic. Several members interjected. Hon Kate Doust : Not on this side. Hon LJILJANNA RAVLICH : I am part of it. I am nearly 50, if members can believe it! Several members interjected. Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
Hon Barbara Scott : What an insult. Hon LJILJANNA RAVLICH : That is from my perspective; it may not be from Hon Barbara Scott’s perspective. I thought the question was very well crafted. It related to an issue that is topical. Hon Barbara Scott : Who are you to judge that the member’s other questions have not been intelligent? Hon LJILJANNA RAVLICH : Hon Barbara Scott is getting jealous because she has never asked an intelligent question. On this occasion Hon Bruce Donaldson has asked a very intelligent question, and I am really happy to answer it. I thank him for it and commend him for taking an interest in education. Hon Simon O’Brien : Well done. I am proud of you. Several members interjected. Hon LJILJANNA RAVLICH : He is looking for a new deputy for when he becomes the leader. I am happy about this question. The department continues to be proactive in exploring strategies to deal with the problem that it faces, which is not unlike problems faced by any agency or the broader business community in Western Australia; that is, an ageing demographic and an ageing work force. If members want a good example of it, they need look no further than at this place. The point is that we have an ageing demographic. Several members interjected. Hon Kate Doust : Not on this side. Hon LJILJANNA RAVLICH : I am part of it. I am nearly 50, if members can believe it! Several members interjected. Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
Hon LJILJANNA RAVLICH : That is from my perspective; it may not be from Hon Barbara Scott’s perspective. I thought the question was very well crafted. It related to an issue that is topical. Hon Barbara Scott : Who are you to judge that the member’s other questions have not been intelligent? Hon LJILJANNA RAVLICH : Hon Barbara Scott is getting jealous because she has never asked an intelligent question. On this occasion Hon Bruce Donaldson has asked a very intelligent question, and I am really happy to answer it. I thank him for it and commend him for taking an interest in education. Hon Simon O’Brien : Well done. I am proud of you. Several members interjected. Hon LJILJANNA RAVLICH : He is looking for a new deputy for when he becomes the leader. I am happy about this question. The department continues to be proactive in exploring strategies to deal with the problem that it faces, which is not unlike problems faced by any agency or the broader business community in Western Australia; that is, an ageing demographic and an ageing work force. If members want a good example of it, they need look no further than at this place. The point is that we have an ageing demographic. Several members interjected. Hon Kate Doust : Not on this side. Hon LJILJANNA RAVLICH : I am part of it. I am nearly 50, if members can believe it! Several members interjected. Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
Hon Barbara Scott : Who are you to judge that the member’s other questions have not been intelligent? Hon LJILJANNA RAVLICH : Hon Barbara Scott is getting jealous because she has never asked an intelligent question. On this occasion Hon Bruce Donaldson has asked a very intelligent question, and I am really happy to answer it. I thank him for it and commend him for taking an interest in education. Hon Simon O’Brien : Well done. I am proud of you. Several members interjected. Hon LJILJANNA RAVLICH : He is looking for a new deputy for when he becomes the leader. I am happy about this question. The department continues to be proactive in exploring strategies to deal with the problem that it faces, which is not unlike problems faced by any agency or the broader business community in Western Australia; that is, an ageing demographic and an ageing work force. If members want a good example of it, they need look no further than at this place. The point is that we have an ageing demographic. Several members interjected. Hon Kate Doust : Not on this side. Hon LJILJANNA RAVLICH : I am part of it. I am nearly 50, if members can believe it! Several members interjected. Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
Hon LJILJANNA RAVLICH : Hon Barbara Scott is getting jealous because she has never asked an intelligent question. On this occasion Hon Bruce Donaldson has asked a very intelligent question, and I am really happy to answer it. I thank him for it and commend him for taking an interest in education. Hon Simon O’Brien : Well done. I am proud of you. Several members interjected. Hon LJILJANNA RAVLICH : He is looking for a new deputy for when he becomes the leader. I am happy about this question. The department continues to be proactive in exploring strategies to deal with the problem that it faces, which is not unlike problems faced by any agency or the broader business community in Western Australia; that is, an ageing demographic and an ageing work force. If members want a good example of it, they need look no further than at this place. The point is that we have an ageing demographic. Several members interjected. Hon Kate Doust : Not on this side. Hon LJILJANNA RAVLICH : I am part of it. I am nearly 50, if members can believe it! Several members interjected. Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
Hon Simon O’Brien : Well done. I am proud of you. Several members interjected. Hon LJILJANNA RAVLICH : He is looking for a new deputy for when he becomes the leader. I am happy about this question. The department continues to be proactive in exploring strategies to deal with the problem that it faces, which is not unlike problems faced by any agency or the broader business community in Western Australia; that is, an ageing demographic and an ageing work force. If members want a good example of it, they need look no further than at this place. The point is that we have an ageing demographic. Several members interjected. Hon Kate Doust : Not on this side. Hon LJILJANNA RAVLICH : I am part of it. I am nearly 50, if members can believe it! Several members interjected. Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
Several members interjected. Hon LJILJANNA RAVLICH : He is looking for a new deputy for when he becomes the leader. I am happy about this question. The department continues to be proactive in exploring strategies to deal with the problem that it faces, which is not unlike problems faced by any agency or the broader business community in Western Australia; that is, an ageing demographic and an ageing work force. If members want a good example of it, they need look no further than at this place. The point is that we have an ageing demographic. Several members interjected. Hon Kate Doust : Not on this side. Hon LJILJANNA RAVLICH : I am part of it. I am nearly 50, if members can believe it! Several members interjected. Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
Hon LJILJANNA RAVLICH : He is looking for a new deputy for when he becomes the leader. I am happy about this question. The department continues to be proactive in exploring strategies to deal with the problem that it faces, which is not unlike problems faced by any agency or the broader business community in Western Australia; that is, an ageing demographic and an ageing work force. If members want a good example of it, they need look no further than at this place. The point is that we have an ageing demographic. Several members interjected. Hon Kate Doust : Not on this side. Hon LJILJANNA RAVLICH : I am part of it. I am nearly 50, if members can believe it! Several members interjected. Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
I am happy about this question. The department continues to be proactive in exploring strategies to deal with the problem that it faces, which is not unlike problems faced by any agency or the broader business community in Western Australia; that is, an ageing demographic and an ageing work force. If members want a good example of it, they need look no further than at this place. The point is that we have an ageing demographic. Several members interjected. Hon Kate Doust : Not on this side. Hon LJILJANNA RAVLICH : I am part of it. I am nearly 50, if members can believe it! Several members interjected. Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
Several members interjected. Hon Kate Doust : Not on this side. Hon LJILJANNA RAVLICH : I am part of it. I am nearly 50, if members can believe it! Several members interjected. Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
Hon Kate Doust : Not on this side. Hon LJILJANNA RAVLICH : I am part of it. I am nearly 50, if members can believe it! Several members interjected. Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
Hon LJILJANNA RAVLICH : I am part of it. I am nearly 50, if members can believe it! Several members interjected. Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
Several members interjected. Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
(1) Can the minister explain why these concerns have been raised, especially when the minister regularly informs the house that everything involving teachers and schools in Western Australia is in good shape? (2) Is there any validity in this statement by the teachers’ union? (3) Will the minister meet with the teachers’ union as soon as possible to discuss its concerns, given the old adage that where there is smoke, there is fire? The PRESIDENT : Hon Bruce Donaldson knows that he should not use that last phrase, but I will let that pass. Hon LJILJANNA RAVLICH replied: (1)-(3) I thank the honourable member for the question because it is probably the most intelligent question he has asked for a long time, and that is good. I am glad that he is interested in education. Hon Barbara Scott : What an insult. Hon LJILJANNA RAVLICH : That is from my perspective; it may not be from Hon Barbara Scott’s perspective. I thought the question was very well crafted. It related to an issue that is topical. Hon Barbara Scott : Who are you to judge that the member’s other questions have not been intelligent? Hon LJILJANNA RAVLICH : Hon Barbara Scott is getting jealous because she has never asked an intelligent question. On this occasion Hon Bruce Donaldson has asked a very intelligent question, and I am really happy to answer it. I thank him for it and commend him for taking an interest in education. Hon Simon O’Brien : Well done. I am proud of you. Several members interjected. Hon LJILJANNA RAVLICH : He is looking for a new deputy for when he becomes the leader. I am happy about this question. The department continues to be proactive in exploring strategies to deal with the problem that it faces, which is not unlike problems faced by any agency or the broader business community in Western Australia; that is, an ageing demographic and an ageing work force. If members want a good example of it, they need look no further than at this place. The point is that we have an ageing demographic. Several members interjected. Hon Kate Doust : Not on this side. Hon LJILJANNA RAVLICH : I am part of it. I am nearly 50, if members can believe it! Several members interjected. Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
(2) Is there any validity in this statement by the teachers’ union? (3) Will the minister meet with the teachers’ union as soon as possible to discuss its concerns, given the old adage that where there is smoke, there is fire? The PRESIDENT : Hon Bruce Donaldson knows that he should not use that last phrase, but I will let that pass. Hon LJILJANNA RAVLICH replied: (1)-(3) I thank the honourable member for the question because it is probably the most intelligent question he has asked for a long time, and that is good. I am glad that he is interested in education. Hon Barbara Scott : What an insult. Hon LJILJANNA RAVLICH : That is from my perspective; it may not be from Hon Barbara Scott’s perspective. I thought the question was very well crafted. It related to an issue that is topical. Hon Barbara Scott : Who are you to judge that the member’s other questions have not been intelligent? Hon LJILJANNA RAVLICH : Hon Barbara Scott is getting jealous because she has never asked an intelligent question. On this occasion Hon Bruce Donaldson has asked a very intelligent question, and I am really happy to answer it. I thank him for it and commend him for taking an interest in education. Hon Simon O’Brien : Well done. I am proud of you. Several members interjected. Hon LJILJANNA RAVLICH : He is looking for a new deputy for when he becomes the leader. I am happy about this question. The department continues to be proactive in exploring strategies to deal with the problem that it faces, which is not unlike problems faced by any agency or the broader business community in Western Australia; that is, an ageing demographic and an ageing work force. If members want a good example of it, they need look no further than at this place. The point is that we have an ageing demographic. Several members interjected. Hon Kate Doust : Not on this side. Hon LJILJANNA RAVLICH : I am part of it. I am nearly 50, if members can believe it! Several members interjected. Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
(3) Will the minister meet with the teachers’ union as soon as possible to discuss its concerns, given the old adage that where there is smoke, there is fire? The PRESIDENT : Hon Bruce Donaldson knows that he should not use that last phrase, but I will let that pass. Hon LJILJANNA RAVLICH replied: (1)-(3) I thank the honourable member for the question because it is probably the most intelligent question he has asked for a long time, and that is good. I am glad that he is interested in education. Hon Barbara Scott : What an insult. Hon LJILJANNA RAVLICH : That is from my perspective; it may not be from Hon Barbara Scott’s perspective. I thought the question was very well crafted. It related to an issue that is topical. Hon Barbara Scott : Who are you to judge that the member’s other questions have not been intelligent? Hon LJILJANNA RAVLICH : Hon Barbara Scott is getting jealous because she has never asked an intelligent question. On this occasion Hon Bruce Donaldson has asked a very intelligent question, and I am really happy to answer it. I thank him for it and commend him for taking an interest in education. Hon Simon O’Brien : Well done. I am proud of you. Several members interjected. Hon LJILJANNA RAVLICH : He is looking for a new deputy for when he becomes the leader. I am happy about this question. The department continues to be proactive in exploring strategies to deal with the problem that it faces, which is not unlike problems faced by any agency or the broader business community in Western Australia; that is, an ageing demographic and an ageing work force. If members want a good example of it, they need look no further than at this place. The point is that we have an ageing demographic. Several members interjected. Hon Kate Doust : Not on this side. Hon LJILJANNA RAVLICH : I am part of it. I am nearly 50, if members can believe it! Several members interjected. Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
The PRESIDENT : Hon Bruce Donaldson knows that he should not use that last phrase, but I will let that pass. Hon LJILJANNA RAVLICH replied: (1)-(3) I thank the honourable member for the question because it is probably the most intelligent question he has asked for a long time, and that is good. I am glad that he is interested in education. Hon Barbara Scott : What an insult. Hon LJILJANNA RAVLICH : That is from my perspective; it may not be from Hon Barbara Scott’s perspective. I thought the question was very well crafted. It related to an issue that is topical. Hon Barbara Scott : Who are you to judge that the member’s other questions have not been intelligent? Hon LJILJANNA RAVLICH : Hon Barbara Scott is getting jealous because she has never asked an intelligent question. On this occasion Hon Bruce Donaldson has asked a very intelligent question, and I am really happy to answer it. I thank him for it and commend him for taking an interest in education. Hon Simon O’Brien : Well done. I am proud of you. Several members interjected. Hon LJILJANNA RAVLICH : He is looking for a new deputy for when he becomes the leader. I am happy about this question. The department continues to be proactive in exploring strategies to deal with the problem that it faces, which is not unlike problems faced by any agency or the broader business community in Western Australia; that is, an ageing demographic and an ageing work force. If members want a good example of it, they need look no further than at this place. The point is that we have an ageing demographic. Several members interjected. Hon Kate Doust : Not on this side. Hon LJILJANNA RAVLICH : I am part of it. I am nearly 50, if members can believe it! Several members interjected. Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
Hon LJILJANNA RAVLICH replied: (1)-(3) I thank the honourable member for the question because it is probably the most intelligent question he has asked for a long time, and that is good. I am glad that he is interested in education. Hon Barbara Scott : What an insult. Hon LJILJANNA RAVLICH : That is from my perspective; it may not be from Hon Barbara Scott’s perspective. I thought the question was very well crafted. It related to an issue that is topical. Hon Barbara Scott : Who are you to judge that the member’s other questions have not been intelligent? Hon LJILJANNA RAVLICH : Hon Barbara Scott is getting jealous because she has never asked an intelligent question. On this occasion Hon Bruce Donaldson has asked a very intelligent question, and I am really happy to answer it. I thank him for it and commend him for taking an interest in education. Hon Simon O’Brien : Well done. I am proud of you. Several members interjected. Hon LJILJANNA RAVLICH : He is looking for a new deputy for when he becomes the leader. I am happy about this question. The department continues to be proactive in exploring strategies to deal with the problem that it faces, which is not unlike problems faced by any agency or the broader business community in Western Australia; that is, an ageing demographic and an ageing work force. If members want a good example of it, they need look no further than at this place. The point is that we have an ageing demographic. Several members interjected. Hon Kate Doust : Not on this side. Hon LJILJANNA RAVLICH : I am part of it. I am nearly 50, if members can believe it! Several members interjected. Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
(1)-(3) I thank the honourable member for the question because it is probably the most intelligent question he has asked for a long time, and that is good. I am glad that he is interested in education. Hon Barbara Scott : What an insult. Hon LJILJANNA RAVLICH : That is from my perspective; it may not be from Hon Barbara Scott’s perspective. I thought the question was very well crafted. It related to an issue that is topical. Hon Barbara Scott : Who are you to judge that the member’s other questions have not been intelligent? Hon LJILJANNA RAVLICH : Hon Barbara Scott is getting jealous because she has never asked an intelligent question. On this occasion Hon Bruce Donaldson has asked a very intelligent question, and I am really happy to answer it. I thank him for it and commend him for taking an interest in education. Hon Simon O’Brien : Well done. I am proud of you. Several members interjected. Hon LJILJANNA RAVLICH : He is looking for a new deputy for when he becomes the leader. I am happy about this question. The department continues to be proactive in exploring strategies to deal with the problem that it faces, which is not unlike problems faced by any agency or the broader business community in Western Australia; that is, an ageing demographic and an ageing work force. If members want a good example of it, they need look no further than at this place. The point is that we have an ageing demographic. Several members interjected. Hon Kate Doust : Not on this side. Hon LJILJANNA RAVLICH : I am part of it. I am nearly 50, if members can believe it! Several members interjected. Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
Hon Barbara Scott : What an insult. Hon LJILJANNA RAVLICH : That is from my perspective; it may not be from Hon Barbara Scott’s perspective. I thought the question was very well crafted. It related to an issue that is topical. Hon Barbara Scott : Who are you to judge that the member’s other questions have not been intelligent? Hon LJILJANNA RAVLICH : Hon Barbara Scott is getting jealous because she has never asked an intelligent question. On this occasion Hon Bruce Donaldson has asked a very intelligent question, and I am really happy to answer it. I thank him for it and commend him for taking an interest in education. Hon Simon O’Brien : Well done. I am proud of you. Several members interjected. Hon LJILJANNA RAVLICH : He is looking for a new deputy for when he becomes the leader. I am happy about this question. The department continues to be proactive in exploring strategies to deal with the problem that it faces, which is not unlike problems faced by any agency or the broader business community in Western Australia; that is, an ageing demographic and an ageing work force. If members want a good example of it, they need look no further than at this place. The point is that we have an ageing demographic. Several members interjected. Hon Kate Doust : Not on this side. Hon LJILJANNA RAVLICH : I am part of it. I am nearly 50, if members can believe it! Several members interjected. Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
Hon LJILJANNA RAVLICH : That is from my perspective; it may not be from Hon Barbara Scott’s perspective. I thought the question was very well crafted. It related to an issue that is topical. Hon Barbara Scott : Who are you to judge that the member’s other questions have not been intelligent? Hon LJILJANNA RAVLICH : Hon Barbara Scott is getting jealous because she has never asked an intelligent question. On this occasion Hon Bruce Donaldson has asked a very intelligent question, and I am really happy to answer it. I thank him for it and commend him for taking an interest in education. Hon Simon O’Brien : Well done. I am proud of you. Several members interjected. Hon LJILJANNA RAVLICH : He is looking for a new deputy for when he becomes the leader. I am happy about this question. The department continues to be proactive in exploring strategies to deal with the problem that it faces, which is not unlike problems faced by any agency or the broader business community in Western Australia; that is, an ageing demographic and an ageing work force. If members want a good example of it, they need look no further than at this place. The point is that we have an ageing demographic. Several members interjected. Hon Kate Doust : Not on this side. Hon LJILJANNA RAVLICH : I am part of it. I am nearly 50, if members can believe it! Several members interjected. Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
Hon Barbara Scott : Who are you to judge that the member’s other questions have not been intelligent? Hon LJILJANNA RAVLICH : Hon Barbara Scott is getting jealous because she has never asked an intelligent question. On this occasion Hon Bruce Donaldson has asked a very intelligent question, and I am really happy to answer it. I thank him for it and commend him for taking an interest in education. Hon Simon O’Brien : Well done. I am proud of you. Several members interjected. Hon LJILJANNA RAVLICH : He is looking for a new deputy for when he becomes the leader. I am happy about this question. The department continues to be proactive in exploring strategies to deal with the problem that it faces, which is not unlike problems faced by any agency or the broader business community in Western Australia; that is, an ageing demographic and an ageing work force. If members want a good example of it, they need look no further than at this place. The point is that we have an ageing demographic. Several members interjected. Hon Kate Doust : Not on this side. Hon LJILJANNA RAVLICH : I am part of it. I am nearly 50, if members can believe it! Several members interjected. Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
Hon LJILJANNA RAVLICH : Hon Barbara Scott is getting jealous because she has never asked an intelligent question. On this occasion Hon Bruce Donaldson has asked a very intelligent question, and I am really happy to answer it. I thank him for it and commend him for taking an interest in education. Hon Simon O’Brien : Well done. I am proud of you. Several members interjected. Hon LJILJANNA RAVLICH : He is looking for a new deputy for when he becomes the leader. I am happy about this question. The department continues to be proactive in exploring strategies to deal with the problem that it faces, which is not unlike problems faced by any agency or the broader business community in Western Australia; that is, an ageing demographic and an ageing work force. If members want a good example of it, they need look no further than at this place. The point is that we have an ageing demographic. Several members interjected. Hon Kate Doust : Not on this side. Hon LJILJANNA RAVLICH : I am part of it. I am nearly 50, if members can believe it! Several members interjected. Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
Hon Simon O’Brien : Well done. I am proud of you. Several members interjected. Hon LJILJANNA RAVLICH : He is looking for a new deputy for when he becomes the leader. I am happy about this question. The department continues to be proactive in exploring strategies to deal with the problem that it faces, which is not unlike problems faced by any agency or the broader business community in Western Australia; that is, an ageing demographic and an ageing work force. If members want a good example of it, they need look no further than at this place. The point is that we have an ageing demographic. Several members interjected. Hon Kate Doust : Not on this side. Hon LJILJANNA RAVLICH : I am part of it. I am nearly 50, if members can believe it! Several members interjected. Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
Several members interjected. Hon LJILJANNA RAVLICH : He is looking for a new deputy for when he becomes the leader. I am happy about this question. The department continues to be proactive in exploring strategies to deal with the problem that it faces, which is not unlike problems faced by any agency or the broader business community in Western Australia; that is, an ageing demographic and an ageing work force. If members want a good example of it, they need look no further than at this place. The point is that we have an ageing demographic. Several members interjected. Hon Kate Doust : Not on this side. Hon LJILJANNA RAVLICH : I am part of it. I am nearly 50, if members can believe it! Several members interjected. Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
Hon LJILJANNA RAVLICH : He is looking for a new deputy for when he becomes the leader. I am happy about this question. The department continues to be proactive in exploring strategies to deal with the problem that it faces, which is not unlike problems faced by any agency or the broader business community in Western Australia; that is, an ageing demographic and an ageing work force. If members want a good example of it, they need look no further than at this place. The point is that we have an ageing demographic. Several members interjected. Hon Kate Doust : Not on this side. Hon LJILJANNA RAVLICH : I am part of it. I am nearly 50, if members can believe it! Several members interjected. Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
I am happy about this question. The department continues to be proactive in exploring strategies to deal with the problem that it faces, which is not unlike problems faced by any agency or the broader business community in Western Australia; that is, an ageing demographic and an ageing work force. If members want a good example of it, they need look no further than at this place. The point is that we have an ageing demographic. Several members interjected. Hon Kate Doust : Not on this side. Hon LJILJANNA RAVLICH : I am part of it. I am nearly 50, if members can believe it! Several members interjected. Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
Several members interjected. Hon Kate Doust : Not on this side. Hon LJILJANNA RAVLICH : I am part of it. I am nearly 50, if members can believe it! Several members interjected. Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
Hon Kate Doust : Not on this side. Hon LJILJANNA RAVLICH : I am part of it. I am nearly 50, if members can believe it! Several members interjected. Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
Hon LJILJANNA RAVLICH : I am part of it. I am nearly 50, if members can believe it! Several members interjected. Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
Several members interjected. Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
Hon LJILJANNA RAVLICH : Obviously it is a challenge because we know that we must ensure that we have a supply of teachers in the system. Currently, there are 13 vacancies in the whole state. We have 778 public schools in this state and we have 13 vacancies, which was also reported. It is a logistical challenge to ensure that there are no vacancies at all. The broader issue is to make sure that we continue to come up with strategies that are designed to attract people into the work force. I will give a breakdown of the number of teachers in each of the age groups: 3.8 per cent in the 24 years and under age bracket; 21.6 per cent in the 25 to 34 years age bracket; 25 per cent in the 35 to 44 age bracket; 34.2 per cent in the 44 to 54 age bracket; and 15.3 per cent in the 55 and over age bracket. As members can see, we have a big rump in the 45 years and over age bracket. The department has, for a long time, had initiatives designed to ensure that this problem is addressed. For example, for a number of years we have had an extensive scholarship program that is designed to attract potential teachers, particularly in the maths, physics, science and design and technology areas. A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
A range of initiatives have been included in the teachers and administrators general agreement, which we signed not long ago. Those initiatives include the continuation of the ageing work force working party, which is a joint Department of Education and Training arrangement designed to look at strategies to retain experienced teachers in the profession. We have also introduced a further increment to the salary scale that is accessible to all teachers, thereby giving them an opportunity to improve their income and an incentive to stay in the industry. We have improved senior teacher salary increments, and now there are additional pay scales for senior teachers. We have introduced a level 3.2 classroom teacher salary to specifically keep experienced teachers in the classroom, rather than moving them into administrative roles. We want to retain the good ones there. We have also introduced an incentive that is worth up to $15 000 per annum for teachers to take up positions in some rural schools. We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
We promote careers in teaching and public schools through major recruitment drives on the web site, and we run media campaigns, advertise and make sure that we exhibit at, for example, job fairs to recruit teachers. A number of strategies are in place. The 13 vacancies across all schools is not over the top. Obviously, as the Minister for Education and Training, I would rather that there be no vacancies. We are moving quickly to fill them. The challenge is to make sure that we attract very skilled people into the system and we address, to the extent that it is possible, the ageing demographic of our work force.
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