❓ Mr. Waldron asks about the progress of his suggestion to incentivise teachers to gain permanency, particularly in rural areas. Minister Carpenter acknowledges the suggestion, outlines departmental advice, and indicates a review group will be formed to consider the matter.
AnsweredQoN 1086Legislative Assembly
QuestionView source ↗
On Thursday, 14 November 2002 I spoke on a grievance directed to the minister about the current pathway to permanency for teachers in Western Australia. The purpose of my grievance was to suggest incentives for teachers to gain permanency, such as taking into account their previous service in a position that clearly becomes vacant. In response the minister undertook to consider this situation. (1) When did he take my suggestion to the department for consideration? (2) What response did the department provide? (3) Can he provide me with a copy of the department’s advice? Mr A.J. CARPENTER
AnswerView source ↗
I thank the member for the question and for some notice of it. I recognise the member’s ongoing interest in education, as was recognised last night. (1)-(3) I took the member’s suggestion to the department for consideration on 18 November 2002. It was all downhill from there, I am afraid! The advice I have received - I will provide a copy to the member - on the matter is as follows: teachers are able to access permanency via appointment to a peer vacancy or following two years continuous service at a difficult-to-staff or remote teaching service school. Instances have arisen with peer vacancies in which teachers have completed up to three years service in a country location prior to the position becoming clear; and they thus require a further three years service to attain the permanent status. The member for Wagin has suggested that recognition of prior service in the position would offer an incentive to attract and retain teachers in rural areas. That is a very good suggestion, which I support. The departmental policy regarding clear vacancies affects all non-difficult-to-staff and non-remote teaching service schools. Recognition of prior service in metropolitan schools carries the risk of disincentive for teachers to consider rural placement. Thus, the incentive is limited to specific rural locations. A review group is to be formed with representatives from interest groups to look at existing policy with a view to considering recognition of prior service and clear vacancies in a way that the system risks can be managed. The member’s suggestion is right on the money. He is talking about staff in rural schools wanting permanency in rural schools, not about staffing metropolitan schools. Mr T.K. Waldron: It could happen in other areas. Mr A.J. CARPENTER: The member raised the issue. The department is considering the option within the context of maintaining the incentive for teachers to seek appointments in districts that are more difficult to staff. That is all I can provide to the member for Wagin. The member has a very good suggestion that I took to the department; I need to be more rigorous in pursuing it.
(1) When did he take my suggestion to the department for consideration? (2) What response did the department provide? (3) Can he provide me with a copy of the department’s advice? Mr A.J. CARPENTER replied: I thank the member for the question and for some notice of it. I recognise the member’s ongoing interest in education, as was recognised last night. (1)-(3) I took the member’s suggestion to the department for consideration on 18 November 2002. It was all downhill from there, I am afraid! The advice I have received - I will provide a copy to the member - on the matter is as follows: teachers are able to access permanency via appointment to a peer vacancy or following two years continuous service at a difficult-to-staff or remote teaching service school. Instances have arisen with peer vacancies in which teachers have completed up to three years service in a country location prior to the position becoming clear; and they thus require a further three years service to attain the permanent status. The member for Wagin has suggested that recognition of prior service in the position would offer an incentive to attract and retain teachers in rural areas. That is a very good suggestion, which I support. The departmental policy regarding clear vacancies affects all non-difficult-to-staff and non-remote teaching service schools. Recognition of prior service in metropolitan schools carries the risk of disincentive for teachers to consider rural placement. Thus, the incentive is limited to specific rural locations. A review group is to be formed with representatives from interest groups to look at existing policy with a view to considering recognition of prior service and clear vacancies in a way that the system risks can be managed. The member’s suggestion is right on the money. He is talking about staff in rural schools wanting permanency in rural schools, not about staffing metropolitan schools. Mr T.K. Waldron: It could happen in other areas. Mr A.J. CARPENTER: The member raised the issue. The department is considering the option within the context of maintaining the incentive for teachers to seek appointments in districts that are more difficult to staff. That is all I can provide to the member for Wagin. The member has a very good suggestion that I took to the department; I need to be more rigorous in pursuing it.
(2) What response did the department provide? (3) Can he provide me with a copy of the department’s advice? Mr A.J. CARPENTER replied: I thank the member for the question and for some notice of it. I recognise the member’s ongoing interest in education, as was recognised last night. (1)-(3) I took the member’s suggestion to the department for consideration on 18 November 2002. It was all downhill from there, I am afraid! The advice I have received - I will provide a copy to the member - on the matter is as follows: teachers are able to access permanency via appointment to a peer vacancy or following two years continuous service at a difficult-to-staff or remote teaching service school. Instances have arisen with peer vacancies in which teachers have completed up to three years service in a country location prior to the position becoming clear; and they thus require a further three years service to attain the permanent status. The member for Wagin has suggested that recognition of prior service in the position would offer an incentive to attract and retain teachers in rural areas. That is a very good suggestion, which I support. The departmental policy regarding clear vacancies affects all non-difficult-to-staff and non-remote teaching service schools. Recognition of prior service in metropolitan schools carries the risk of disincentive for teachers to consider rural placement. Thus, the incentive is limited to specific rural locations. A review group is to be formed with representatives from interest groups to look at existing policy with a view to considering recognition of prior service and clear vacancies in a way that the system risks can be managed. The member’s suggestion is right on the money. He is talking about staff in rural schools wanting permanency in rural schools, not about staffing metropolitan schools. Mr T.K. Waldron: It could happen in other areas. Mr A.J. CARPENTER: The member raised the issue. The department is considering the option within the context of maintaining the incentive for teachers to seek appointments in districts that are more difficult to staff. That is all I can provide to the member for Wagin. The member has a very good suggestion that I took to the department; I need to be more rigorous in pursuing it.
(3) Can he provide me with a copy of the department’s advice? Mr A.J. CARPENTER replied: I thank the member for the question and for some notice of it. I recognise the member’s ongoing interest in education, as was recognised last night. (1)-(3) I took the member’s suggestion to the department for consideration on 18 November 2002. It was all downhill from there, I am afraid! The advice I have received - I will provide a copy to the member - on the matter is as follows: teachers are able to access permanency via appointment to a peer vacancy or following two years continuous service at a difficult-to-staff or remote teaching service school. Instances have arisen with peer vacancies in which teachers have completed up to three years service in a country location prior to the position becoming clear; and they thus require a further three years service to attain the permanent status. The member for Wagin has suggested that recognition of prior service in the position would offer an incentive to attract and retain teachers in rural areas. That is a very good suggestion, which I support. The departmental policy regarding clear vacancies affects all non-difficult-to-staff and non-remote teaching service schools. Recognition of prior service in metropolitan schools carries the risk of disincentive for teachers to consider rural placement. Thus, the incentive is limited to specific rural locations. A review group is to be formed with representatives from interest groups to look at existing policy with a view to considering recognition of prior service and clear vacancies in a way that the system risks can be managed. The member’s suggestion is right on the money. He is talking about staff in rural schools wanting permanency in rural schools, not about staffing metropolitan schools. Mr T.K. Waldron: It could happen in other areas. Mr A.J. CARPENTER: The member raised the issue. The department is considering the option within the context of maintaining the incentive for teachers to seek appointments in districts that are more difficult to staff. That is all I can provide to the member for Wagin. The member has a very good suggestion that I took to the department; I need to be more rigorous in pursuing it.
Mr A.J. CARPENTER replied: I thank the member for the question and for some notice of it. I recognise the member’s ongoing interest in education, as was recognised last night. (1)-(3) I took the member’s suggestion to the department for consideration on 18 November 2002. It was all downhill from there, I am afraid! The advice I have received - I will provide a copy to the member - on the matter is as follows: teachers are able to access permanency via appointment to a peer vacancy or following two years continuous service at a difficult-to-staff or remote teaching service school. Instances have arisen with peer vacancies in which teachers have completed up to three years service in a country location prior to the position becoming clear; and they thus require a further three years service to attain the permanent status. The member for Wagin has suggested that recognition of prior service in the position would offer an incentive to attract and retain teachers in rural areas. That is a very good suggestion, which I support. The departmental policy regarding clear vacancies affects all non-difficult-to-staff and non-remote teaching service schools. Recognition of prior service in metropolitan schools carries the risk of disincentive for teachers to consider rural placement. Thus, the incentive is limited to specific rural locations. A review group is to be formed with representatives from interest groups to look at existing policy with a view to considering recognition of prior service and clear vacancies in a way that the system risks can be managed. The member’s suggestion is right on the money. He is talking about staff in rural schools wanting permanency in rural schools, not about staffing metropolitan schools. Mr T.K. Waldron: It could happen in other areas. Mr A.J. CARPENTER: The member raised the issue. The department is considering the option within the context of maintaining the incentive for teachers to seek appointments in districts that are more difficult to staff. That is all I can provide to the member for Wagin. The member has a very good suggestion that I took to the department; I need to be more rigorous in pursuing it.
I thank the member for the question and for some notice of it. I recognise the member’s ongoing interest in education, as was recognised last night. (1)-(3) I took the member’s suggestion to the department for consideration on 18 November 2002. It was all downhill from there, I am afraid! The advice I have received - I will provide a copy to the member - on the matter is as follows: teachers are able to access permanency via appointment to a peer vacancy or following two years continuous service at a difficult-to-staff or remote teaching service school. Instances have arisen with peer vacancies in which teachers have completed up to three years service in a country location prior to the position becoming clear; and they thus require a further three years service to attain the permanent status. The member for Wagin has suggested that recognition of prior service in the position would offer an incentive to attract and retain teachers in rural areas. That is a very good suggestion, which I support. The departmental policy regarding clear vacancies affects all non-difficult-to-staff and non-remote teaching service schools. Recognition of prior service in metropolitan schools carries the risk of disincentive for teachers to consider rural placement. Thus, the incentive is limited to specific rural locations. A review group is to be formed with representatives from interest groups to look at existing policy with a view to considering recognition of prior service and clear vacancies in a way that the system risks can be managed. The member’s suggestion is right on the money. He is talking about staff in rural schools wanting permanency in rural schools, not about staffing metropolitan schools. Mr T.K. Waldron: It could happen in other areas. Mr A.J. CARPENTER: The member raised the issue. The department is considering the option within the context of maintaining the incentive for teachers to seek appointments in districts that are more difficult to staff. That is all I can provide to the member for Wagin. The member has a very good suggestion that I took to the department; I need to be more rigorous in pursuing it.
(1)-(3) I took the member’s suggestion to the department for consideration on 18 November 2002. It was all downhill from there, I am afraid! The advice I have received - I will provide a copy to the member - on the matter is as follows: teachers are able to access permanency via appointment to a peer vacancy or following two years continuous service at a difficult-to-staff or remote teaching service school. Instances have arisen with peer vacancies in which teachers have completed up to three years service in a country location prior to the position becoming clear; and they thus require a further three years service to attain the permanent status. The member for Wagin has suggested that recognition of prior service in the position would offer an incentive to attract and retain teachers in rural areas. That is a very good suggestion, which I support. The departmental policy regarding clear vacancies affects all non-difficult-to-staff and non-remote teaching service schools. Recognition of prior service in metropolitan schools carries the risk of disincentive for teachers to consider rural placement. Thus, the incentive is limited to specific rural locations. A review group is to be formed with representatives from interest groups to look at existing policy with a view to considering recognition of prior service and clear vacancies in a way that the system risks can be managed. The member’s suggestion is right on the money. He is talking about staff in rural schools wanting permanency in rural schools, not about staffing metropolitan schools. Mr T.K. Waldron: It could happen in other areas. Mr A.J. CARPENTER: The member raised the issue. The department is considering the option within the context of maintaining the incentive for teachers to seek appointments in districts that are more difficult to staff. That is all I can provide to the member for Wagin. The member has a very good suggestion that I took to the department; I need to be more rigorous in pursuing it.
Mr T.K. Waldron: It could happen in other areas. Mr A.J. CARPENTER: The member raised the issue. The department is considering the option within the context of maintaining the incentive for teachers to seek appointments in districts that are more difficult to staff. That is all I can provide to the member for Wagin. The member has a very good suggestion that I took to the department; I need to be more rigorous in pursuing it.
Mr A.J. CARPENTER: The member raised the issue. The department is considering the option within the context of maintaining the incentive for teachers to seek appointments in districts that are more difficult to staff. That is all I can provide to the member for Wagin. The member has a very good suggestion that I took to the department; I need to be more rigorous in pursuing it.
(1) When did he take my suggestion to the department for consideration? (2) What response did the department provide? (3) Can he provide me with a copy of the department’s advice? Mr A.J. CARPENTER replied: I thank the member for the question and for some notice of it. I recognise the member’s ongoing interest in education, as was recognised last night. (1)-(3) I took the member’s suggestion to the department for consideration on 18 November 2002. It was all downhill from there, I am afraid! The advice I have received - I will provide a copy to the member - on the matter is as follows: teachers are able to access permanency via appointment to a peer vacancy or following two years continuous service at a difficult-to-staff or remote teaching service school. Instances have arisen with peer vacancies in which teachers have completed up to three years service in a country location prior to the position becoming clear; and they thus require a further three years service to attain the permanent status. The member for Wagin has suggested that recognition of prior service in the position would offer an incentive to attract and retain teachers in rural areas. That is a very good suggestion, which I support. The departmental policy regarding clear vacancies affects all non-difficult-to-staff and non-remote teaching service schools. Recognition of prior service in metropolitan schools carries the risk of disincentive for teachers to consider rural placement. Thus, the incentive is limited to specific rural locations. A review group is to be formed with representatives from interest groups to look at existing policy with a view to considering recognition of prior service and clear vacancies in a way that the system risks can be managed. The member’s suggestion is right on the money. He is talking about staff in rural schools wanting permanency in rural schools, not about staffing metropolitan schools. Mr T.K. Waldron: It could happen in other areas. Mr A.J. CARPENTER: The member raised the issue. The department is considering the option within the context of maintaining the incentive for teachers to seek appointments in districts that are more difficult to staff. That is all I can provide to the member for Wagin. The member has a very good suggestion that I took to the department; I need to be more rigorous in pursuing it.
(2) What response did the department provide? (3) Can he provide me with a copy of the department’s advice? Mr A.J. CARPENTER replied: I thank the member for the question and for some notice of it. I recognise the member’s ongoing interest in education, as was recognised last night. (1)-(3) I took the member’s suggestion to the department for consideration on 18 November 2002. It was all downhill from there, I am afraid! The advice I have received - I will provide a copy to the member - on the matter is as follows: teachers are able to access permanency via appointment to a peer vacancy or following two years continuous service at a difficult-to-staff or remote teaching service school. Instances have arisen with peer vacancies in which teachers have completed up to three years service in a country location prior to the position becoming clear; and they thus require a further three years service to attain the permanent status. The member for Wagin has suggested that recognition of prior service in the position would offer an incentive to attract and retain teachers in rural areas. That is a very good suggestion, which I support. The departmental policy regarding clear vacancies affects all non-difficult-to-staff and non-remote teaching service schools. Recognition of prior service in metropolitan schools carries the risk of disincentive for teachers to consider rural placement. Thus, the incentive is limited to specific rural locations. A review group is to be formed with representatives from interest groups to look at existing policy with a view to considering recognition of prior service and clear vacancies in a way that the system risks can be managed. The member’s suggestion is right on the money. He is talking about staff in rural schools wanting permanency in rural schools, not about staffing metropolitan schools. Mr T.K. Waldron: It could happen in other areas. Mr A.J. CARPENTER: The member raised the issue. The department is considering the option within the context of maintaining the incentive for teachers to seek appointments in districts that are more difficult to staff. That is all I can provide to the member for Wagin. The member has a very good suggestion that I took to the department; I need to be more rigorous in pursuing it.
(3) Can he provide me with a copy of the department’s advice? Mr A.J. CARPENTER replied: I thank the member for the question and for some notice of it. I recognise the member’s ongoing interest in education, as was recognised last night. (1)-(3) I took the member’s suggestion to the department for consideration on 18 November 2002. It was all downhill from there, I am afraid! The advice I have received - I will provide a copy to the member - on the matter is as follows: teachers are able to access permanency via appointment to a peer vacancy or following two years continuous service at a difficult-to-staff or remote teaching service school. Instances have arisen with peer vacancies in which teachers have completed up to three years service in a country location prior to the position becoming clear; and they thus require a further three years service to attain the permanent status. The member for Wagin has suggested that recognition of prior service in the position would offer an incentive to attract and retain teachers in rural areas. That is a very good suggestion, which I support. The departmental policy regarding clear vacancies affects all non-difficult-to-staff and non-remote teaching service schools. Recognition of prior service in metropolitan schools carries the risk of disincentive for teachers to consider rural placement. Thus, the incentive is limited to specific rural locations. A review group is to be formed with representatives from interest groups to look at existing policy with a view to considering recognition of prior service and clear vacancies in a way that the system risks can be managed. The member’s suggestion is right on the money. He is talking about staff in rural schools wanting permanency in rural schools, not about staffing metropolitan schools. Mr T.K. Waldron: It could happen in other areas. Mr A.J. CARPENTER: The member raised the issue. The department is considering the option within the context of maintaining the incentive for teachers to seek appointments in districts that are more difficult to staff. That is all I can provide to the member for Wagin. The member has a very good suggestion that I took to the department; I need to be more rigorous in pursuing it.
Mr A.J. CARPENTER replied: I thank the member for the question and for some notice of it. I recognise the member’s ongoing interest in education, as was recognised last night. (1)-(3) I took the member’s suggestion to the department for consideration on 18 November 2002. It was all downhill from there, I am afraid! The advice I have received - I will provide a copy to the member - on the matter is as follows: teachers are able to access permanency via appointment to a peer vacancy or following two years continuous service at a difficult-to-staff or remote teaching service school. Instances have arisen with peer vacancies in which teachers have completed up to three years service in a country location prior to the position becoming clear; and they thus require a further three years service to attain the permanent status. The member for Wagin has suggested that recognition of prior service in the position would offer an incentive to attract and retain teachers in rural areas. That is a very good suggestion, which I support. The departmental policy regarding clear vacancies affects all non-difficult-to-staff and non-remote teaching service schools. Recognition of prior service in metropolitan schools carries the risk of disincentive for teachers to consider rural placement. Thus, the incentive is limited to specific rural locations. A review group is to be formed with representatives from interest groups to look at existing policy with a view to considering recognition of prior service and clear vacancies in a way that the system risks can be managed. The member’s suggestion is right on the money. He is talking about staff in rural schools wanting permanency in rural schools, not about staffing metropolitan schools. Mr T.K. Waldron: It could happen in other areas. Mr A.J. CARPENTER: The member raised the issue. The department is considering the option within the context of maintaining the incentive for teachers to seek appointments in districts that are more difficult to staff. That is all I can provide to the member for Wagin. The member has a very good suggestion that I took to the department; I need to be more rigorous in pursuing it.
I thank the member for the question and for some notice of it. I recognise the member’s ongoing interest in education, as was recognised last night. (1)-(3) I took the member’s suggestion to the department for consideration on 18 November 2002. It was all downhill from there, I am afraid! The advice I have received - I will provide a copy to the member - on the matter is as follows: teachers are able to access permanency via appointment to a peer vacancy or following two years continuous service at a difficult-to-staff or remote teaching service school. Instances have arisen with peer vacancies in which teachers have completed up to three years service in a country location prior to the position becoming clear; and they thus require a further three years service to attain the permanent status. The member for Wagin has suggested that recognition of prior service in the position would offer an incentive to attract and retain teachers in rural areas. That is a very good suggestion, which I support. The departmental policy regarding clear vacancies affects all non-difficult-to-staff and non-remote teaching service schools. Recognition of prior service in metropolitan schools carries the risk of disincentive for teachers to consider rural placement. Thus, the incentive is limited to specific rural locations. A review group is to be formed with representatives from interest groups to look at existing policy with a view to considering recognition of prior service and clear vacancies in a way that the system risks can be managed. The member’s suggestion is right on the money. He is talking about staff in rural schools wanting permanency in rural schools, not about staffing metropolitan schools. Mr T.K. Waldron: It could happen in other areas. Mr A.J. CARPENTER: The member raised the issue. The department is considering the option within the context of maintaining the incentive for teachers to seek appointments in districts that are more difficult to staff. That is all I can provide to the member for Wagin. The member has a very good suggestion that I took to the department; I need to be more rigorous in pursuing it.
(1)-(3) I took the member’s suggestion to the department for consideration on 18 November 2002. It was all downhill from there, I am afraid! The advice I have received - I will provide a copy to the member - on the matter is as follows: teachers are able to access permanency via appointment to a peer vacancy or following two years continuous service at a difficult-to-staff or remote teaching service school. Instances have arisen with peer vacancies in which teachers have completed up to three years service in a country location prior to the position becoming clear; and they thus require a further three years service to attain the permanent status. The member for Wagin has suggested that recognition of prior service in the position would offer an incentive to attract and retain teachers in rural areas. That is a very good suggestion, which I support. The departmental policy regarding clear vacancies affects all non-difficult-to-staff and non-remote teaching service schools. Recognition of prior service in metropolitan schools carries the risk of disincentive for teachers to consider rural placement. Thus, the incentive is limited to specific rural locations. A review group is to be formed with representatives from interest groups to look at existing policy with a view to considering recognition of prior service and clear vacancies in a way that the system risks can be managed. The member’s suggestion is right on the money. He is talking about staff in rural schools wanting permanency in rural schools, not about staffing metropolitan schools. Mr T.K. Waldron: It could happen in other areas. Mr A.J. CARPENTER: The member raised the issue. The department is considering the option within the context of maintaining the incentive for teachers to seek appointments in districts that are more difficult to staff. That is all I can provide to the member for Wagin. The member has a very good suggestion that I took to the department; I need to be more rigorous in pursuing it.
Mr T.K. Waldron: It could happen in other areas. Mr A.J. CARPENTER: The member raised the issue. The department is considering the option within the context of maintaining the incentive for teachers to seek appointments in districts that are more difficult to staff. That is all I can provide to the member for Wagin. The member has a very good suggestion that I took to the department; I need to be more rigorous in pursuing it.
Mr A.J. CARPENTER: The member raised the issue. The department is considering the option within the context of maintaining the incentive for teachers to seek appointments in districts that are more difficult to staff. That is all I can provide to the member for Wagin. The member has a very good suggestion that I took to the department; I need to be more rigorous in pursuing it.
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