Ongoing employees have the opportunity to transfer or promote within the teaching service. This includes movement within and across the different classes (principal class, teacher class and education support class). To view transfer or promotion opportunities online go to Recruitment Online.
Promotion is defined as the permanent movement of an ongoing employee from one position to another position in the teaching service with a higher attainable maximum salary than the employee’s substantive position.
Transfer is defined as the permanent movement of an ongoing employee from one position to another position in the teaching service with the same or lower attainable maximum salary than the employee’s substantive position.
An ongoing employee who is the successful applicant for an ongoing or tenured position (e.g. leading teacher, learning specialist or principal class) will be permanently transferred or promoted to that position. An employee who is transferred or promoted to a tenured position will be subject to the applicable tenure renewal policy. Transfer to a position at a lower classification level and/or salary/remuneration range can only occur with the employee’s consent. Where consent is given the employee will be permanently transferred to the lower classification level and/or salary/remuneration range. Salary/remuneration on transfer to the lower level/range will be determined in accordance with the Department’s remuneration policy (see Remuneration-Teaching Service under Related Topics below). Where consent is not given, the transfer of the employee will not proceed.
An ongoing employee who is the successful applicant for a fixed term position of more than twelve months (or in the case of a parental absence replacement where the replacement continues beyond twelve months) will be permanently transferred to that school. If the position is at the same level the employee will be paid their substantive salary. If the position is at a higher level the employee will be paid a higher duties allowance. If the position is at a lower level the transfer can only occur where the employee consents to reduce their substantive level to the level of the fixed term position. Where consent is given the employee will be permanently transferred and paid at the lower level. Where consent is not given, the transfer of the employee will not proceed.
Further information regarding transfer and promotion, including eligibility and qualification requirements, is set out in the Recruitment in Schools Guide.
An ongoing employee who is the successful applicant for an advertised fixed term position of 12 months or less will be temporarily transferred to that position subject to the release being negotiated to reflect the needs of both schools and the employee. Their release should not be unreasonably refused. Where the principal of the base school does not agree to release the employee, the employee may lodge an application for a personal grievance with the Merit Protection Boards.
If the fixed term position is at a higher level the employee will be paid a higher duties allowance for the fixed term period. If the fixed term position is at the same level the employee will be paid their substantive salary. If the fixed term position is at a lower level there is no capacity to temporarily reduce an employee’s substantive level. Temporary transfer to a lower level position can only occur where the employee consents to reduce their substantive level to the level of the fixed term position. In this case the employee will resume at the base school at the lower substantive level.
An ongoing employee currently on leave without pay (other than an employee on unpaid parental absence) who is selected for a fixed term position can only take up that position at the expiration of the period of leave or earlier with the approval of the base school principal. In this case consultation between the two principals and the employee involved should occur to ensure that the implications of the temporary transfer are clear. Where approval for an early resumption is given the leave without pay will cease and the employee will be temporarily transferred to the position. At the conclusion of the temporary transfer the employee will resume at their base school. Information about resuming on a temporary basis from parental absence is available at: Parental Absence.
Section 2.4.3(3)(h) of the Education and Training Reform Act 2006 enables the permanent or temporary administrative transfer of an ongoing employee in the teaching service to another position without the position being advertised.
Where a principal considers that there is a clear justification for filling a vacancy without advertisement and the decision to transfer an employee is based on a proper assessment of the employee against the genuine requirements of the duties or role, the administrative transfer can occur provided that the relinquishing principal and the affected employee agree.
In exercising this power, the principal must comply with any employment standards issued by the Public Sector Standards Commissioner. Information about the standards is available from the Victorian Public Sector Commission at VPSC Principles and Standards (http://vpsc.vic.gov.au/ethics-behaviours-culture/employment-principles-and-standards/).
The principal should contact the Schools Recruitment Unit to give effect to the decision to transfer the employee.
Transfer or promotion to the Public Service
Section 28 of the Public Administration Act 2004 provides for the movement (including transfer or promotion) of an employee from the teaching service to the public service.
Information regarding the transfer of a teaching service employee to a public service position within the Department is available at Release to non-school locations.
An employee who is the successful applicant for a fixed term public service position in another Victorian Government agency will be temporarily transferred to that position subject to the principal’s agreement to the temporary transfer.
Where a teaching service employee is transferred or promoted to a position in the public service, the employee retains any unused long service leave and personal leave entitlements, and in the case of an education support class employee, any unused annual leave and additional paid leave entitlements. Service in the teaching service does not count for the purposes of annual leave allowance. The pro rata amount of salary loading allowance that was accrued up to the date of transfer or promotion will be paid to the employee following the transfer or promotion.
Teaching Service | Public Service
Procedures & Forms
- Administration Procedures (WORD)