Staffing under the Improving Literacy and Numeracy National Partnership

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Staffing under the Improving Literacy and
Numeracy National Partnership
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Background

• The Improving Literacy and Numeracy National
  Partnership aims to achieve the following
  outcomes
• improved student performance in target groups
  (including students from disadvantaged
  backgrounds and Aboriginal and Torres Strait
  Islander students) in literacy and/or numeracy in
  participating schools
• effective identification of areas in
  participating schools where support is needed and
  where improvement has occurred, through
  monitoring and analysis of literacy and numeracy
  performance and
• improved capability and effectiveness of literacy
  and/or numeracy teaching in participating
  schools.

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Resources tied grant

• The schools involved in the Improving Literacy
  and Numeracy National Partnership have been
  provided with additional resources in the form of
  a tied grant.
• The size of the grant is based on two factors
• the size of the school and hence the number of
  teachers involved
• the proportion of students in the school in the
  bottom 2 bands in NAPLAN (2010 and 2011).
• For example, over the life of the Improving
  Literacy and Numeracy National Partnership, a
  school of 500 students with about 30 in the
  bottom 2 bands on NAPLAN will receive
  approximately 170,000 whereas one with 800
  students with 45 in the bottom 2 bands will
  receive 320,000.

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Using the tied grant

• The Improving Literacy and Numeracy National
  Partnership tied grant can be used to provide
  additional professional learning in literacy or
  numeracy.
• The funds must be used in accordance with the
  Departments Professional Learning Policy for
  Schools Section 6.8.
• If schools use this grant for a casual or
  temporary teaching or non-teaching position, CEPS
  Code 306 is used.

• Website www.ilnnp.nsw.edu.au

• Schools can provide feedback

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Salary on costs

• Salary on costs (including statutory requirements
  such as payroll tax and superannuation) apply for
  any employer who engages staff in NSW. They are
  calculated as a percentage on the base gross
  salary.
• DEC salary on costs have historically been
  managed centrally, and schools have not needed to
  consider their impact.
• Under National Partnerships, there is a move to
  increase flexibility and authority in schools and
  therefore revised treatment of salary on costs is
  being implemented.

• Use continuum
• Provide data

• Evaluate program

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Salary on costs

• Schools will be billed separately for the on cost
  component of each position charged against CEPS
  code 306 at the end of each term.
• As CEPS code 306 only accounts for the 19 on
  cost component applied to casual positions,
  schools will also be invoiced for the difference
  in on costs for any temporary engagements, which
  attract on costs of 26.
• Schools will be provided with a Staff Monitoring
  Sheet to complete each semester detailing staff
  employed under temporary engagements and any
  higher duties allowances.

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Salary on costs

• On the Staff Monitoring Sheet, schools will be
  asked to detail information such as the names of
  staff members engaged in temporary and higher
  duties positions, their serial number, position
  and step (if a classroom teacher).
• When the details are confirmed by schools,
  schools will be invoiced for the difference in on
  costs, and in addition, any higher duties
  allowances applied in the Improving Literacy and
  Numeracy National Partnership.

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Salary on costs

• Schools employing casual and temporary staff
  using Improving Literacy and Numeracy National
  Partnership funds should take account of the on
  cost component when planning programs and
  preparing budgets.
• Schools will have already paid on costs of 19
  through CEPS code 306 and will be invoiced for
  the difference after the Staff Monitoring process
  has been completed.
• NB The total amount for staff on the Salary Cost
  Calculator shows the total on costs due for
  temporary staff (26).

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Salary summary

• The first on cost of 19 will be paid through
  CEPS code 306, but a second on cost invoice later
  in the semester should be factored into
  calculations.

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Calculating salary costs

• A Salary Cost Calculator is available to support
  schools in determining indicative staff costs for
  budgeting purposes. (www.ilnnp.nsw.edu.au)

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Salary Cost Calculator

• The Salary Cost Calculator can assist schools and
  inform school budgeting.
• It can be used to determine the indicative costs
  of temporary teaching and non-teaching staff for
  a semester.
• The Salary Cost Calculator does not need to be
  completed and returned to Improving Literacy and
  Numeracy National Partnership.
• The semester 2 Salary Cost Calculator includes
  holiday pay until the end of January.
• The following slides contain examples of
  approximate calculations made using the Salary
  Cost Calculator.

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Salary Cost Calculator

• Please note that due to the complexity of award
  conditions and allowances attracted by various
  positions the cost calculator will only be a
  guide.
• The reconciliation using the Staff Monitoring
  Sheet will be fully costed by the National
  Partnerships Finance support unit who will apply
  all award conditions to ensure that actual costs
  are calculated and recoupment is accurate.

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A classroom teacher (step 13) has been employed
full-time for one semester
The total cost includes total on costs
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This example shows 2 Generalist Paraprofessional
Positions. One position is for 4 days per week
and the other is for 2 days per week. The total
includes the total on costs for both positions.
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Higher Duties

• Schools should follow procedures in accordance
  with section 1.5 of the Teachers Handbook when
  implementing higher duties allowances. In
  particular, refer to section 1.5.2.7 for
  guidelines for selection of staff to relieve in
  higher positions.
• Remuneration via way of higher duties allowance
  comes with certain conditions, such as the rate
  of payment for leave in excess of 5 days and the
  rate of payment applicable for school vacations.
  Please refer to section 1.5.2.5 of the Teachers
  Handbook for further information.

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Higher Duties

• The Higher Duties Allowance form is available
  from the Human Resources website.
• Where a permanent teacher is released to take up
  a temporary executive position, the position
  should be filled using higher duties allowance
  arrangements. A temporary teacher can be engaged
  to backfill the permanent teacher who has been
  released. Schools should refer to existing
  guidelines around temporary teacher engagements
  for further information.

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Higher Duties

• The payment of higher duties allowances cannot be
  billed to a CEPS code.
• Schools will be provided with a Staff Monitoring
  Sheet to complete for each semester, detailing
  staff employed under temporary engagements and
  any higher duties allowances.
• Upon confirmation of the anticipated costs of
  staffing based on the details in the staff
  monitoring sheet, schools will be invoiced for
  any higher duties allowances and for the
  additional on costs for temporary engagements.

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Higher Duties Allowances

• The following slides demonstrate a method of
  calculating approximate higher duties allowances
  using the Salary Cost Calculator.

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Contacts

• Peter Lorking
• Assistant Director Literacy and Numeracy
• 9266 8270
• Peter.lorking_at_det.nsw.edu.au
• Helen Evans
• Principal Education Officer
• Improving Literacy and Numeracy National
  Partnership
• 9244 5387
• Helen.m.evans_at_det.nsw.edu.au