Leading Teachers
Overview
The responsibilities expected of teachers at all classification levels are to:
- Engage in ongoing professional learning to improve their practice
- Draw on resources and frameworks provided by the system to inform their work and classroom practice
- Work collaboratively with professional colleagues to improve teaching and learning within the school
- Use multiple sources of feedback on their classroom practice to inform their professional learning goals.
Leading teachers will be outstanding classroom teachers and undertake leadership and management roles commensurate with their salary range.
The objective of leading teachers is to improve the skill, knowledge and performance of the teaching workforce in a school or group of schools and to improve the curriculum program of a school.
Leading teachers are responsible for demonstrating and modelling an outstanding level of teaching.
Leading teachers will be expected to make a significant contribution to policy development relating to teaching and learning in the school. They also manage major curriculum or student activities across the school with a high degree of independence.
A leading teacher has a direct impact and influence on the achievement of the school goals. These teachers provide professional support to teaching staff.
Leading teachers are usually responsible for the implementation of one or more priorities contained in the school strategic plan. Typically, leading teachers are responsible for coordinating a large number of staff to achieve improvements in teaching and learning. Their focus is on the introduction of changes in methods and approaches to teaching and learning. However, they will also be responsible for the management and leadership of a significant area or function within the school to ensure the effective development, provision and evaluation of the school's education program.
Position responsibilities
In recognition of the importance of leadership and management combined with exemplary teaching practice for improved student learning outcomes, the key roles of the leading teachers may include but are not limited to:
- leading and managing the implementation of whole school improvement initiatives as related to the school strategic plan and school priorities
- leading and managing the implementation of whole-school improvement strategies related to curriculum planning and delivery
- leading and managing the provision of professional development and developing individual and team development plans for teaching staff within the priorities of the school
- leading and managing staff performance and development (review of staff)
- teaching demonstration lessons
- leading and managing the development of the school's assessment and reporting policies and practices
- leading and managing the implementation of the school operations and policies related to student welfare and discipline
- leading the development of curriculum in a major learning area and participating in curriculum development in other areas
- responsibility for general discipline matters beyond the management of classroom teachers
- contributing to the overall leadership and management of the school
- contributing to the final form of any curriculum proposals for school council consideration
- developing and managing the school code of conduct.
Tenure renewal
Leading teacher positions are tenured for periods of up to five years. Successful applicants will be employed on an ongoing basis with tenure in the position for the period as advertised. At the completion of the period of tenure, the principal will determine whether the position is to be renewed, abolished or advertised.
The principal's course of action may be influenced by a number of factors including:
- changes in the workforce plan
- changes in the structure of the school's staffing profile
- changes to the school strategic plan
- a desire to broaden the applicant field
- a desire to increase the diversity within the leadership profile
- a change in the work value of the position
Principals need to establish and communicate a policy in relation to the renewal or otherwise of leading teacher positions. This policy needs to be transparent, capable of review, involve appropriate school level consultation, and include a reasonable time frame to enable a leading teacher to plan his or her career direction.
A principal is required to undertake action in relation to the tenure of each leading teacher position not less than three months before the expiry date of the tenure in accordance with the stated school policy. Any concerns about the performance of a leading teacher would normally be known and should have been addressed well in advance of renewal considerations.
Where tenure is renewed the leading teacher should be informed in writing, including the period of renewal.
Where the principal determines not to renew the tenure or, is unable to reach agreement on the duration of the tenure, the principal will advise the leading teacher of the decision in writing not less than three months before the expiry date of the tenure and that action will be taken to appoint the leading teacher as an expert teacher within the school at the maximum salary level.
In exceptional circumstances, where issues emerge within the last three months of the tenure period, the principal shall provide the maximum possible notice of non-renewal.
At the conclusion of any tenured period the decision relating to the position should be recorded and placed on the teacher's personnel file with a copy provided to the teacher.
Grievances
A leading teacher may seek a review of the renewal decision through the Merit Protection Boards in accordance with the appropriate Ministerial Order. The only grounds for review of a non-renewal decision are that the renewal process was procedurally deficient or that the decision is demonstrably inconsistent with the evidence presented. The Merit Protection Boards will either:
- disallow the grievance and confirm the renewal decision; or
- uphold the grievance and direct that the procedural deficiency in the renewal process be corrected; or
- uphold the grievance and direct that the renewal decision be reconsidered.
Other Resources
Procedures and Forms
Legislation
Related Topics