AEU Journal Vol 43. No. 2

Official publication of the Australian Education Union (SA Branch)

Vol 43 | No. 2

March 2011

AEUJOURNAL SA

100,000 members strong!

So, what are you waiting for?

  

Value for money health insurance High benefits and annual limits Exclusively for the education community CMYK

Find out more teachershealth.com.au 1300 728 188 Teachers Federation Health Ltd ABN 86 097 030 414 trading as Teachers Health Fund SAAEU0211

Features President’s View

AEU Union Journal Training

IWD 2011 pages 16 – 17 International Women’s Day 2011: Women hit the street to celebrate 100 years of activism.

2.0

Australian Education Union | SA Branch 163 Greenhill Road, Parkside SA 5063 Telephone: 8272 1399 Facsimile: 8373 1254 Email: journal@aeusa.asn.au Editor: Craig Greer AEU Journal is published seven times annually by the South Australian Branch of the Australian Education Union.

Deadline Dates Publication Dates #3 May 6 May 25 #4 June 10 June 29 #5 July 29 August 17 #6 September 2 September 21 #7 October 21 November 9 Subscriptions: Free for AEU members. Nonmembers may subscribe for $33 per year.

Print Post approved PP 531629/0025 ISSN 1440-2971 Cover: SA Unions campaign Printing: Finsbury Green Printing

Version My School 2.0: an improvement of sorts

TAFE

pages 8 – 9 AEU Research Officer Mike Williss reports on the latest iteration of the My School website.

page 11 There’s much to consider beyond 2011.

Advertise in the AEU Journal. Reach over 13,500 members across South Australia.

8272 1399 journal@aeusa.asn.au

Letters to the Editor

*Winner of top letter!

Keep the ten-year tenure I believe that the professional benefits of 10-year tenure far outweigh the management problems it has. If we are truly committed to teaching as a profession then to do away with a mechanism that causes a need to renew a teacher’s commitment and professional approaches on a long-term regular basis is a backward step.

I have personally witnessed staff who were ‘going through the motions’ that have experienced a professional growth as an effect of having to move.

Movement within the profession needs to be built in so that teachers do work across a variety of circumstances to better understand the communities and ‘avoid a rut’.

There is a need for mechanisms to help people who have performed for an extended time in the more stressful work environments that exist in schools, to gain a move into the other ‘more desirable’

work environments when they feel the need to and 10 year tenure helps this.

In conclusion, I strongly believe we need to maintain a process that guarantees some movement of personnel around our system and that the AEU should supn port this.

Wayne Ferguson Modbury High School

Turning the corner, or cutting it at speed?

Celebration is definitely the response for beginning teachers regarding the proposed changes to tenure, severance packages and other changes giving more chance to obtain permanent employment.

It’s been a long time coming for those of us who have been applying for the scraps BLACK for upwards of 5 years, taking contracts as we can get them, and suffering the pain of irregular pay while we get bruised and battered TRTing in tough schools.

The question is, is it really what we want? Are these changes going to truly solve the problems of late retirement, incentives to study teaching, thousands of teachers on temporary contracts making

life inevitably and indefinitely unstable, and serious problems with staff transience? Young and studying teachers can only hope.

The real question should be: Is it really the right way to go? Is it good giving the school and principals so much power to select teachers, having those new recruits on indefinite tenures, and shedding the experience that is invaluable for mentoring new teachers? I suppose we are yet to n find out.

Ryan Parsons Paralowie School

Got something to share with AEU members? Write a letter to the editor AND WIN !!

Best letter in each AEU Journal will receive two tickets to an Adelaide Symphony Orchestra concert. Three contributors will receive a double movie pass courtesy of Palace Nova Cinemas.

Email to:

journal@aeusa.asn.au 3

IDE ADELA Y SYMPHON STRA ORCHE

ETSA UTILITIES EDUCATION PROGRAM

2011 STUDENT COMPOSER PROJECT The ASO is seeking original student compositions of 2 1/2 minutes duration inspired by political or social events in Australian history. The work must be written for strings in four parts (violin 1, violin 2, viola and cello).

The winning composition will be played at the ASO’s It’s A Riot! Performance on September 28th.

Suitable for Year 10—12 students Entries close Friday 29 July, 2011 Entry criteria and submission details available from hallt@aso.com.au or www.aso.com.au

NEW EDUCATORS StateGOOGLE, Conference YAHOO, C MLYCOS…

INTERNET NAMES SEEM TO CAPTURE THE ZEITGEIST OF THE MOMENT. ALL NONSENSE TAKE, FOR EXAMPLE, NAMES THAT CAPTURED THE FUTURISTIC, NEVER BEFORE SEEN-OR-HEARD QUALITY OF WEB 2.0 AT THAT TIME. WHILE WE STILL SEE SOME OF THESE POPPING UP (ZYNGA?), THE LATEST ARE MORE SELF-DIRECTED. FIRST, IT WAS AS IN AND, OF COURSE, .

THE CENTER OF THE DIGITAL WEB THAT AND AS IN AND THEN WE NOTICED (WHERE SPORTS AND MUSIC MEET!). THE SUBTEXT IS: IT’S ALL ABOUT “YOU,” USER. YOU ARE IN CONTROL OF YOUR WEB EXPERIENCE! WHICH LEADS USER: WHY YES, . NOT ME, BUT AS IN APPLE’S AND WHICH WERE BOTH BORN LAST WEEK. THE RUSH ON .ME DOMAINS CAUSED GODADDY TO GOCRAZY, PROVING THAT THESE WILL BE THE NAMES. ONE COULD ARGUE-AND HECK, NEXT IN INTERNET THAT THESE ARE REFLECTING THE NARCISSISTIC FOCUS OF THE MODERN THAT FUELS IT. INTERNET AGE AND YOUNGER WEB USERS CARE ABOUT THEIR OWN PERSONAL EXPERIENCES-THEIR THEIR COLLECTIONS, PROFILE PAGES, THEIR THEMES, THEIR POOLS. MASS PRODUCTION IS THEIR PASSÉ. “MAKING,” DIY, CREATIVITY…THESE ARE THE NEW STATUS SKILLS AND SOCIAL CURRENCIES. WEB-BASED BRANDS HAVE DONE A GOOD JOB TAPPING WE HAVE GOING ON. PRETTY SOON, INTO THIS LITTLE WILL GET MAXED OUT AND COPYCATTED UNTIL IT’S AN OXYMORON–NO LONGER INDIVIDUAL. WHAT WILL TAKE ITS PLACE? AS SELF-FOCUSED AS THIS MENTALITY, SEEKING INFORMATION GENERATION IS, IT ALSO HAS A PERHAPS AND WILL BE THE FROM TRUSTED NEXT9:15am PRONOUNS TO PROCREATE? OR MAYBE WE’LL GET –UNIQUE WHEN – 4:00pm 9:15am 2:00pm CAN CREATE OUR OWN TOP LEVEL DOMAINS. THAT WOULD BE .SOMETHING. Australian Education Union | SA Branch

urricuyl

It’s all about um

y “I” M IMEEM, IPOD/ITUNES/ VoiceILIKE, IPHONE I AM I SPIN. I CUSTOMISE, I PERSONALISE I COMMODITISE. “U” ULOCATE, USTREAM U-BANANA IT IS ALL ABOUT ME! US TO ME “ME” MOBILEME .ME DOMAINS, “IT” I WILL THE “ME” GENERATION STARDOLLZ, ITUNES TUMBLR FLICKR Myments

ME le

entit

MEME

2011

M May nBaegheamviour t plan en“ME”

“HIVE” Friday 8 April Saturday 9 April “CLUSTERS.” “WE” “US” WE

To register or for further info go to: www.aeusa.asn.au or

email: lhall@aeusa.asn.au or slisle-menzel@aeusa.asn.au

Unions value members.

We value members.

Banks value...

In Credit Union SA you have a strong, community-based alternative to big-profit banking.

So if its time for a change, let’s talk.

Call 8202 7777 or 1800 018 227 to learn more about your state’s Credit Union.

creditunionsa.com.au Credit Union SA Ltd • ABN 36 087 651 232 • AFSL/ACL 241066 400 King William Street ADELAIDE 5000

4

President’s View

MAY DAY 2011

AEU campaigning on a range of issues

Fight the State Budget cuts on May Day!

Teachers and Leaders workload review “We have concluded that across the school sector teachers and leaders are working unreasonable hours because of excessive workload. This review of work sources has led us to conclude that teachers and leaders suffer from poor job design where the task/demands outweigh the personal resources of the teaching staff and the financial resources of the school.” Industrial Relations Commission (SA) 25 June, 2010 This week I had a conversation with a principal who works over 70 hours a week, doesn’t arrive home early enough to spend quality time with his children and isn’t able to enjoy his fishing boat on the weekend. His story is far too common and it’s time that this kind of excessive workload is addressed.

AEU members know the day-to-day realities of trying to manage the complexities of educational leadership, teaching and school administration. It’s evident there are many tasks required by the employer that just do not fit into members’ job descriptions. As a result of Arbitration, a joint DECS and AEU working party has been established with a direct brief from the IRC. That is to: • analyse what teachers and leaders do in each educational setting • identify which tasks are properly within the role of teachers and leaders • determine who should be undertaking non-core ancillary duties • review all central and administrative policies and processes to simplify, reduce or better manage the administrative load

• review the allocation of SSO support to schools with significant levels of students with individual plans.

As part of this work, the parties will be collecting information from the field about the issues and suggested strategies for reducing workload. This is a critically important body of work as it is increasingly difficult to attract and retain staff. The work of a school leader, in particular, can bring with it a very unhealthy work and life balance.

Make sure you stand up and have your say when the DECS/AEU review team visits your region.

This year May Day takes place against a backdrop of worrying local, national and international developments including a deepening environmental emergency. The theme of this year’s May Day in South Australia is “Agitate, Educate, Organise!” and with resistance to the Rann Government’s public sector cuts, an ongoing campaign to scrap the ABCC and intensifying labour struggles overseas, there is a lot to agitate, educate and organise about. May Day is also a celebration and will include a range of family friendly activities.

Funding Model Review

10am on Saturday April 30 for speeches followed by a march to the Torrens Parade Ground where music, food and activities for the kids will be available.

In the Enterprise Bargaining dispute, the AEU and its members drew public attention to the projected impact of the Student Centred Funding Model (SCFM) by holding rallies and protests across the state. In fact, the AEU was the lone voice raised in protest at the potential administrative and financial impact of a new funding model on schools.

Many stories are coming in from schools about the difficulties of managing the SCFM and the increased workload burden that has fallen onto the shoulders of school leaders in the last six months. Of particular concern is the impact on curriculum offerings for students with a key issue being the reduction of teacher librarian time in schools due to lack of funding.

The AEU has been successful in calling for a DECS review of the Student Centred Funding Model in order to identify issues and concerns from schools. That review will be underway shortly and I would urge all AEU school leaders and sub-branch secretaries to take the time to report the impact of this major change to the AEU to inform our position during the negotiations. Please send information via email to aeusa@aeusa.asn.au

State Budget Cuts Campaign The September 2010 State Budget cuts continue to impact on the education sector. The Rann Government delivered cuts of $2b over the next four years. The slashing of 3,700 public sector jobs, school amalgamations, cuts to services and legislating away the rights of over 100,000 workers by reducing Long Service Leave

Rally! Assemble at Victoria Square at

May Day Dinner: Hear well-known labour historian and author Humphrey McQueen speak at the May Day Dinner on Sunday May 1. Starting at 6.30pm at the Cyprian Club in Welland, the dinner will be compered by ABC Evenings presenter Peter Goers.

Tickets: $40 waged and $25 unwaged.

Tables of 10 available at $350.

Bookings: call Chloe (Community & Public Sector Union) on:

% 8150 8400

entitlements will have a long-lasting affect on staff and students. This happened outside the bargaining process; no notice, no discussion and no respect for workers’ hard-earned rights.

The AEU stands with our trade union colleagues in the campaign to support the interests of SA workers. At March Branch Council we will be debating the necessary action to be taken in defence of AEU members’ rights. Every possible legal and industrial option is being explored to reverse the changes to workers conditions and your support is needed.

To help protect the future of our state and our children, please go to:

www.saworkingpeople.com.au

The responsibility for change lies with all of us so please join up! n

In solidarity, Correna Haythorpe | AEU President 5

Running Merit Selection Head

New Merit Selection Policy published With the advent of the new DECS Merit Selection Policy we publish these important FAQs. For more detailed information or to gain accreditation as an AEU or DECS panellist, members are advised to attend a formal training session. Dates and venues are published on the AEU website: : www.aeusa.asn.au

Q

8

When does the new DECS Merit Selection Policy become operational?

The new Policy will operate officially from the beginning of Term 2, 2011. During Term 1, information/retraining and full-day merit selection training sessions will be conducted to enable panellists and applicants to become familiar with the new Policy.

Q

How different is the new Policy from the current one?

As stated recently in a Circular issued by Acting Chief Executive, Gino DeGennaro, much of the underlying practice of the current Policy and Procedures remains. The relevant legislative and ethical frameworks still apply.

Selection for promotion positions must be based on the principle of merit. Processes must be fair and accountable, and be free from discrimination, nepotism and patronage. The basic steps of written application, interview and referee checks underpin the selection process, adapted as needed according to the context and length of tenure of the position.

Q

What are the major changes associated with the new Policy?

• All externally advertised leadership positions are open to DECS employees and other applicants who are able to meet South Australian teacher registration requirements, where applicable. This should assist members who work as TRTs or are in between contract appointments to apply for positions.

6

• In certain circumstances, the PAC may decide to advertise internal vacancies more broadly. However, formal consultation with all staff must occur prior to any decision of this nature by the PAC. • The Aboriginal Employment Register must be consulted initially for all short-term leadership positions.

• The format for the written application has changed. However, at least for 2011, panels are required to exercise considerable flexibility in accepting applications in the current and new formats. It is very important that applicants have time to adjust to the new requirements and are not disadvantaged during the transition period.

• Where it is very difficult to include a male panellist, especially in preschool or junior primary settings, approval may be given to have an all female panel. This has happened in the past, but the new Policy formalises this provision, whilst acknowledging that gender representation is to be achieved wherever possible for externally advertised positions.

• All short-term positions must have a panel process of at least two panellists. This has been usual practice, but is now a formal requirement.

• The new Policy allows for the engagement of external recruitment agencies for some very senior level vacancies. The AEU strongly opposes the use of external agencies for this purpose and believes that panels should be comprised of educators who have sound understanding and practical experience related to the position requirements.

• Referee comments are currently required for all shortlisted applicants.

The new Policy makes referee comments mandatory only for recommended candidates. The AEU advises that any decision not to contact referees for shortlisted applicants should be based on very strong evidence that the applicant does not meet the essential requirements for the position. The AEU’s position is that all panellists should be present

AEU Information Unit:

% 8272 1399

when referee comments are being sought, as referee evidence is a key factor in formulating recommendations and ranking shortlisted applicants.

• In certain circumstances, applicants are required to disclose information relating to disciplinary processes.

Q

Who should attend merit selection training or retraining?

All DECS employees who participate in selection processes must initially undertake full merit selection training.

The AEU requires panellists appointed as AEU nominees to undertake a brief retraining session every five years.

DECS has different requirements for retraining. Further information regarding DECS requirements can be obtained by contacting the ESMPU in DECS. The AEU believes that an update every five years is necessary to ensure that panellists have a sound knowledge of relevant legislation, policy and procedures. Panellists can choose to retrain before the five years have lapsed should they wish to do so.

Q

Do Chairpersons have to undertake any additional training?

No. The training sessions are designed for all panellists, whether they be Chairpersons, AEU nominees or peer panellists. Many AEU members participate in panels in all of these roles.

Q

How do panellists seek advice about difficult situations without breaching confidentiality requirements?

All AEU members can seek advice through contacting the AEU Information Unit on 8272 1399 between 10.30 am and 5.00pm. Applicants can also contact the AEU for information or advice.

All DECS employees can request assistance from the ESMPU in DECS on 8226 1342. Contacting the AEU Information Unit or the ESMPU does not constitute a breach of confidentiality. n

Anne Crawford AEU Vice President To register your attendance for Merit Selection training go to:

8: www.decs.sa.gov.au/HR1/

pages/default/panel_training

ESMPU in DECS:

% 8226 1342

Vice President’s Report

Recruitment and Selection of Teaching Staff in schools AEU Vice President Anne Crawford provides this progress report on the discussion around a new Recruitment and Selection Policy

The first phase of the AEU member consultation with regard to this Review is underway, with the collation of initial responses to our Issues Paper, which was circulated at the beginning of March.

Feedback to date indicates that members regard the following as key priorities: • Offering permanency as an incentive to attract teachers to country and remote locations.

• Ensuring that country teachers are able to return to the city or move to other country schools.

• Improving incentives, including permanency, to attract and retain teachers in hard to staff metropolitan schools.

• Offering much greater access to permanency to contract teachers.

• Attaining a balance between stable, secure employment and opportunities for teachers to work in a range of locations.

• Providing proper support and induction for teachers moving to new schools.

• Developing specific strategies for teachers nearing retirement.

• Establishing the best and most sensible mix of local selection and central placement.

Further input will be gathered from members in the current round of Area Meetings, during organisers’ visits to schools and through meetings of the various AEU consultative committees.

Despite rumours to the contrary,

there will be no changes to the current Recruitment and Selection Policy unless the changes are agreed by the AEU and DECS. Ten-year tenure has not been abolished. It is, however, one of the major issues to be considered in achieving a policy that is fair to individual teachers and effective in attracting and retaining educators to all public schools, regardless of location. Branch Council will ultimately determine the AEU position, taking into account the whole range of member feedback.

All AEU Sub-branches and members are invited to submit suggestions that will help to improve current policy and practice. A member survey will be issued in the near future, seeking your response. Alternatively, you can send us your ideas now via fax:

I: 8373 1254 or e-mail 8: feedback@aeusa.asn.au PAC update The AEU expects the PAC Handbook to be formally agreed by the time this Journal goes to print. The AEU and DECS are in the process of developing materials for joint training programs that will be implemented during the next school holidays and throughout 2011.

It is envisaged that PAC members who have not attended training previously will attend a three-hour training session. Two hour updates will be available for PAC members who have undertaken training in the past but wish to gain a better knowledge of changes associated with the new Award and funding arrangements.

Once training dates and venues have been confirmed they will be posted on the AEU website.

8: www.aeusa.asn.au/

events.html

australian education union issues paper:

Recruitment and Selection of Teaching Staff march 2011

We encourage all members to read the AEU Recruitment and Selection of Teaching Staff issues paper (see above) which is available on the AEU website:

8: www.aeusa.asn.au/

news.html

TEACHER RENEWAL SCHEME The AEU is currently conducting discussions with DECS regarding the framework for the Teacher Renewal Scheme.

The AEU welcomes any initiative that promotes increased levels of permanency for contract teachers. However, we are very concerned that the proposed criteria for appointing certain groups of contract teachers to permanent positions, whilst excluding others, may well constitute discrimination on the ground of age. The AEU’s position is that any vacancies created as a result of this scheme should be open to all contract teachers, irrespective of age or years of service. We have communicated our position very explicitly to DECS and informed them that we will be supporting all AEU member contract teachers in accessing opportunities for permanent n employment.

7

NAPLAN

My School 2.0 – an improvement of sorts After a long stand-off between the AEU and then Deputy Prime Minister Gillard over a proposed boycott of NAPLAN tests, a breakthrough agreement was reached last May. In return for Julia Gillard’s announcement that a working party of educational experts (including the AEU) had been established to provide the Government with advice on the My School website, and a stated commitment by her of “opposition to the misuse of student performance data including simplistic league tables”, the AEU called off the NAPLAN boycott.

We should be pleased that pressure from our union has facilitated useful changes to the My School website. We called for changes to the ICSEA values that incorrectly and misleadingly grouped schools like East Murray Area School and Prince Alfred College; we called for the inclusion with NAPLAN scores of the margins of error within which they were placed; we asked for full disclosure of each school’s financial status and asset base; and we sought full protection against the misuse of data through the creation of league tables.

So, what has really changed with My School 2.0?

ICSEA Firstly, there has been considerable correction to those ICSEA values responsible for glaring anomalies in similar school groupings.

When Blackwood High found itself in an elite band with St Peters College (a grouping from which Prince Alfred College was excluded) it was because the factors shaping the school’s ICSEA value included averages of the incomes of the several hundred families in each of the Census Collection Districts (CCDs) from which Blackwood draws its students. Some of those families did not have school-age children. Others sent their children to Scotch, Seymour, and Walford. More than half the children eligible to enrol at Blackwood went to other schools. Blackwood’s incorrect 8

and over-exaggerated ICSEA score for 2010 was 1150. The recalculated score, based as closely as possible on actual student data, has lowered it to 1068.

(Conversely, St Peters’ ICSEA increased from 1149 to 1187 because some of its students were wealthier than the CCDs whose average incomes they had brought to the school.)

“We should be pleased that pressure from our union has facilitated useful changes to the My School website.”

To better appreciate the significance of this, a comparison of the student SES profile reveals the magnitude of the very unlikely variation between 2010 and 2011 (refer to following Table 1).

Financial disclosures

Table 1 Year

2010 2011

Bottom quarter 3% 16%

Middle quarters 6% 15% 22% 32%

Top quarter 77% 31%

My School quite clearly got it very wrong for Blackwood High in 2010! It quite damagingly misinterpreted the school’s NAPLAN scores against the wrong set of “similar schools”. Out of those 60 “similar schools” with which Blackwood was compared in 2010, only one, Heathfield High remains on this year’s list. Its ICSEA values have also changed, from 1144 in 2010 to this year’s 1072.

Presentation of NAPLAN scores Putting aside for the moment the question of using NAPLAN results to make comparisons between schools at all, the publication of margins of error on the results for each school is another improvement on My School 2.0. However, the scale of the graphic used for this is so small that many parents won’t be able to make sensible use of the information. The new graphs are a welcome addition, although the old numerical presentation with the obnoxious and humiliating green and red colour coding remains.

The publication of school financial data should have been a victory for Gillard’s transparency agenda, and much of the information is indeed useful.

However, not all sources of private school income are shown (trust funds, bursaries, share portfolios and the like are not included); nor are the physical assets of a school. The real wealth and resource base of private schools is generally understated as a result.

By the same token, the head office and other system expenses of government education departments are spread across government schools. For all its claims of “transparency”, this component is not itemised separately on My School 2.0, inflating what appears to be funds available to Government schools by around ten percent.

Table 2 (below on page 9) compares the combined recurrent (non-building and grounds expenses) of four government subsidised selective enrolment (private) schools with four government funded open enrolment (public) schools.

The table shows that if both State and Federal recurrent funding was denied to the three elite private schools, they would still be able to generate from within their own communities more recurrent income per pupil than the four government schools get from both Federal and State Governments. Even the Exclusive Brethren’s Melrose Park

NA PLAN

“There is still need for public agitation around the flaws of My School 2.0.”

Table 3 School

School(s) with its low SES rating can raise $11,686 per student exclusive of government recurrent funds. This must raise questions about why government funds are used to subsidise inequality in educational opportunities.

The figures are even starker for capital funding, although these need to be seen over a period of years and in the context of a school’s total physical assets and the history of its building program. My School 2.0 states that such transparency cannot be justified: “The physical assets of schools are not reported on the My School website, as it was considered that the time and expense in valuing assets for over 10,000 schools outweighed the benefit in reporting assets as a part of school financial data”.

What the snapshot data does show (see Table 3 above right) is that for 2009 at least there were major gaps between Federal Government support for the capital works programs of elite private schools compared to public schools, and that once again, Melrose Park School included, these government subsidised selective enrolment schools have a huge capacity to draw on other sources (parents, business interests, real estate rents, share portfolios etc) to ensure that their physical assets are of the highest quality.

Australian Government Total Per student capital funding capital funding capital funding

St Peters College

2,587,476

15,406,929

13,056

Prince Alfred College

1,208,193

6,587,777

6,594

Seymour College

1,696,317

5,257,942

6,132

577

353,970

4,783

248,042

248,042

643

67,929

80,827

1,049

0

6,217

5

9,840

29,067

23

Melrose Park School Tanunda Primary Kangarilla Primary Aberfoyle Park High School Hallett Cove School

Misuse of data

Conclusion

Despite “security features to ensure that data is used appropriately” (My School FAQs) four major interstate metropolitan newspapers (Canberra Times, NT News, Herald Sun and Sydney Morning Herald) published rankings of schools after My School 2.0 went online.

The campaign by the AEU and allied organisations to improve the My School website has had mixed success. Inappropriate comparative data (NAPLAN results) are still used as a basis for making ill-informed judgements about schools. Some sections of the media are clearly not intimidated by the financial penalties that may apply if they are found guilty of breaching the website’s Terms of Use. While the inclusion of financial data is an improvement, there is still a lack of transparency about the total assets of private schools and a misleading presentation of funds actually available to public schools.

This is in clear breach of the Terms of Use which require users of the website to agree not to create lists of comparative school performance”.

In a letter jointly signed by the heads of the Australian Primary Principals Association, the Australian Special Education Principals Association, the Australian Secondary Principals Association, the Catholic Secondary Principals Association and the Independent Education Union, Federal AEU President Angelo Gavrielatos called on Peter Garrett, Federal Minister for School Education, to “provide us with immediate advice as to what steps you are taking over these clear breaches of the Terms of Use of the My School website”.

It is unlikely any of the improvements would have occurred had it not been for the threat by AEU members to place a moratorium on the 2010 NAPLAN tests.

There is still need for public agitation around the flaws of My School 2.0. n Mike Williss AEU Research Officer

Table 2 School

FTE ICSEA % students % students Combined State State schools Federal Gov’t Total recurrent Students value in lowest in highest and Federal less DECS recurrent spending expenditure

SES quartile SES quartile recurrent funding expenses per student per student*

(My School 2.0)

St Peters College

846.1 1187

2

77

$ 4,524,652

$5347

$20,314

Prince Alfred College

999

1117

2

51

$ 4,243,738

$4247

$18,917

Seymour College

857

1184

1

76

$ 3,090,960

$3606

$15,970

74

943

13

0

$ 687,241

$9287

$20,973

385.7 1043

Melrose Park School Tanunda Primary

28

26

$ 3,533,476 -$287,681

$8415

$ 8,935

1055

6

74

$ 751,277 -$ 52,311

$9077

$ 9,931

Aberfoyle Park HS

1087.5 1024

27

20

$10,726,730 -$621,252

$9292

$10,110

Hallett Cove School

1233.5 1013

25

13

$11,732,034 -$830,283

$8838

$ 9,590

Kangarilla Primary

77

* This column includes for all schools fees, charges and parent contributions and other private sources of recurrent income. For Government schools it does not include the non-site DECS expenses i.e, it shows only the money that came into the school.

9

SSO Focus

Special Education students get a lift

SSO conversions to permanency

Late last year Regency Park School closed its doors and the Adelaide West Special Education Centre opened at Taperoo with first class facilities and technology to assist in the development and learning of more than 60 students with disabilities from Reception to Year 13.

“Everything is new,” SSO Leanne Shane says. “It’s a brand new site, new name, new logo, new uniforms.” Also new is a state-of-the-art lifting system to move students – the first of its type in any Australian school. Instrumental in customising this equipment designed specifically to diminish staff injuries from manual handling, Leanne says the Maxi Sky 600, with 380 metres of overhead tracking throughout the building, offers a space-saving system for moving students and minimises staff needing to lift students into chairs or across to other rooms.

 Urgent Action

10

The SSO conversion to permanency process will conclude at the end of this term. At this stage almost 800 SSO/ECWs have been converted to permanency.

“We knew the classrooms would be smaller so we were looking for ways to make efficient use of space and to minimise manual handling. The Maxi Sky 600 eliminates the footprint as all the tracking is in the ceiling and more than 80% of the students are now moved throughout the building with minimal need for lifting,” Leanne says.

“This is something DECS and Education Works got right,” she added. n

All SSOs who have been advised that they do not meet the relevant criteria and believe that their circumstances warrant further consideration should email Mandy Betts at DECS:

Mandy.Betts@sa.gov.au It is essential that all relevant evidence and information is provided in writing to DECS to support your case.

We would also advise you to forward copies of your correspondence to the AEU. This is a matter of some urgency, given the timeframe for finalising this Award matter. n

TA FE

TAFE Profile

Looking beyond 2011 in TAFE AEU TAFE Organiser Alan Wilson writes Those fortunate souls who were able to get away from classes and other work to sit in on one of the Skills for All and TAFE Governance consultation sessions currently being run by the DFEEST leadership are probably starting to get some sense of what is in store for TAFE Act staff as we head into this “brave new world” of fully contestable funding and training entitlements.

The current round of information sessions is focussed on the proposals on TAFE Governance which were not spelled out in any detail in the earlier discussion paper. This is an opportunity for staff to have their say and inform DFEEST who readily admit that they do not have any fixed idea about what sort of statutory authority TAFESA will look like. Having attended a number of sessions, there is certainly a pattern emerging around the sorts of issues being raised.

Published on the DFEEST website are the discussion papers, FAQs and a number of broad questions that staff are encouraged to respond to. If we accept that there is currently no fixed view about what the TAFESA Statutory Authority will look like, then members should respond to these questions and emphasise those things that are essential if TAFESA is to survive in this brave new world.

TAFE bricky picking up the pieces

When the AEU met with Minister Jack Snelling, recently he was emphatic that TAFE Act staff would remain as public sector employees when the new Office of TAFE was established and when TAFESA became a statutory authority.

However, that obviously could change with a new minister or a change in government.

After arriving from the UK six years ago for the better lifestyle offered in Australia, AEU member Dennis Nuttall, a bricklayer since the age of 15, decided he should pass on some of the skills that had afforded him a chance at a better life.

TAFE

The consultation sessions outline the Skills for All proposals that were contained in a discussion paper circulated for feedback last year and which have now been ratified in a government White Paper titled Skills for All – the Strategic Direction for VET in South Australia 2011–2014. The proposals bear a striking resemblance to those adopted in Victoria two years earlier and comply with the contestable funding requirements imposed by the Federal Government for states to continue to receive a share of the ever-reducing bucket of Federal Government VET funding.

“Published on the DFEEST website are the discussion papers, FAQs and a number of questions staff are encouraged to respond to.”

When the next round of enterprise bargaining commences early next year, Government will no doubt be looking for further “efficiencies” and “flexibilities” from the TAFESA workforce to assist TAFESA to survive in a fully contestable funding market. While there are efficiencies that can be achieved in TAFE and some savings by closing down campuses, the statement under the heading “Efficiency” in the TAFESA Governance position paper: “...revising the industrial relations provisions governing TAFESA when the current enterprise agreement expires,” has an ominous ring to it.

The one thing that TAFESA has going for it that most other RTOs are unable to match is high quality training delivered by qualified and experienced teachers. TAFE will need to market itself much better in the future and part of that marketing will need to be an emphasis on that quality product which is what the AEU campaign, “Invest in Quality Invest in TAFE” is all about. n 11

“I’ve always been very concerned with quality,” says Dennis, who also prides himself on having a strong work ethic. “Each student who walks through a TAFE door deserves good quality training that helps them move forward,” he says. “Employers once sourced staff from private RTOs for the simple reason that here at Noarlunga TAFE we didn’t have sufficient room or facilities to provide Certificate 3 training. Organisations like HIA and the MBA are sending workers back to us for retraining after private RTOs failed them.”

“If the RTO isn’t delivering, something has to give. It’s a question of knowing what is working and moving forward from there.”

With apprentice bricklayer numbers expanding at Noarlunga TAFE, Dennis Nuttall is clearly playing his part in meeting the challenges of the “contestable market”. n

OHSW

When it comes to OHS&W, AEU members are at the fore It takes members on the ground to ensure that workplaces are safe.

SA Unions Award for Port Lincoln HS WOC Action around the OHS issue of mouldy straw ceilings last year by Port Lincoln High School members not only put pressure on DECS to replace the damaged ceilings, but also helped in the recruitment of 17 new members in an already high member density workplace. And to top it off, they won the 2010 SA Unions award for “Best Workplace Organising Committee”. It’s a great sub-branch, with many committed SSO, teacher and leader members and the committee really deserve the award.

The AEU followed up this issue with a survey of all members, which demonstrated that there is a problem with such ceilings in many sites. When this was raised by the AEU at the State OHSW Consultative Committee, DECS management indicated that such sites should contact their districts for action.

Anyone who has done so and not been supported should contact us.

Budget cuts hit public sector OH&S The DECS OHS Unit, already operating on skeleton staff, is currently being reviewed. State Budget papers also indicate that the Public Sector Workforce Relations Unit in the Department

!

of Premier and Cabinet is a proposed cuts victim.

So what? Well its loss would mean even further reduction in accountability of each government department, including DECS. This will lead to a lack of information, a reduction in trend and performance measurement and probably a reversal of the encouraging downward trend in certain workplace injuries. This has become part of the crossunion Budget cuts campaign and has been raised as an issue with the SafeWork Ministerial Advisory Committee.

AEU submission to WorkCover leads to pressure on DECS Although it is a Crown self-insurer (government departments pay the costs of their own injured workers – up to a point – and are assumed to allocate sufficient resources to injury prevention) DECS still has to meet performance standards laid down by WorkCover. If they don’t, they can be fined or otherwise penalised.

Fill out and cut out along dotted line

AEU member

Health and Safety Representative This certifies that: has been elected under the SA OHSW Act to represent all employees in the Date elected

work group. /

/

And is endorsed by AEU Sub-branch

When an employer’s performance against the standards is being reviewed, unions are invited to submit their views. The AEU sent a submission to the WorkCover Chief 12

“Everyone should feel comfortable that their place of work is free from potential health risks.”

Peter Jolley, Sub-branch Secretary Port Lincoln High School Executive Rob Thomson outlining many issues that show DECS as not having adequate systems in place to communicate, implement and evaluate its stated OHS and related policies. For example:

Insufficient financial and human resources. DECS corporate has cut back staff from 17 to 7 in the OHS Unit over the last five years and don’t have any qualified health and safety specialists in senior positions. At the same time, there has not been sufficient funding allocated to sites to ensure that DECS OHSW policy and plans on its website are able to be accessed, interpreted and implemented at site level.

Failure to ensure adequate consultation & communication between DECS and its staff. There is no evidence that State OHSW Consultative Committee recommendations on matters raised by employees are referred to the Senior Executive team and either implemented or a reason for failure to implement communicated to the committee.

Increasing “responsibility” at site level. The level of responsibility of site leaders for OHSW has been over-

Vice Pr esident’s Report played historically by DECS, which apparently sees some advantage in transferring as much as possible to one class of employees by encouraging them to act as if they were employers.

The PowerPoint used to “train” DECS managers in OHSW over several years clearly states that the Chief Executive’s responsibility has been delegated to principals. This is plain wrong and is not possible, even under the proposed new Act. The AEU submission to WorkCover outlines numerous other examples of DECS’ dysfunctional “management” of OHSW and apparent lack of commitment to a coherent state-wide plan to improve health and safety across all sites.

Feedback from WorkCover indicates that we are not alone in our concerns.

You can read the AEU submission at:

8: www.aeusa.asn.au > Your AEU > Interest Groups > OHSW

Legal advice - OHSW obligations of worksite managers In 2002, AEU sought legal advice on whether Partnerships 21 had increased principals’ responsibility for OHS. Again in late 2010 we sought advice, this time because of the change to per capita based funding and the employer being able to state that sites now have a lot more local control over how the funding is spent.

However, if a site manager knows of a risk and can’t find the funding to minimise it, their own liability can be reduced by raising the matter further up the line with DECS. It is therefore prudent for all employees, including and especially those in leadership, to identify and attempt to have remedied any areas in which there is a potential for il-health or injury to arise out of the work done at their site. n Jill Cavanough AEU Organiser, OHS Focus

Action Email the Premier on:

premier@saugov.sa.gov.au and tell him that his government’s budget cuts are an attack on workplace safety.

But at what risk?

AEU Vice President David Smith writes...

There are very many Government “Initiatives” to which our members and AEU officers have recently found ourselves reacting. Even setting aside the fact that the term “initiative” is being used in a rather debased form, there are new issues, policies, budget cuts, procedures, papers, implementations, decisions, consultation documents and guidelines which take our time and energy.

The 2010 State Budget made some vicious attacks on public sector workers’ rights and conditions – long service leave, staffing cuts, teacher housing rental subsidies, adult re-entry colleges, transport for NAP students and the like.

All public sector unions have been battling those cuts and continue to do so.

Add to those the forthcoming Australian Curriculum implementation and the proposed National Professional Standards for Teachers, as well as the proposed new policies on Quality Performance and the Recruitment and Selection of staff, and we have quite a load.

In the recent Award application AEU members provided so much evidence about the workload for teachers and leaders that the Commission concluded that it is “excessive and unsustainable”.

So, what is the legal requirement of an employer in such circumstances?

Under Health and Safety legislation, whenever a proposition of the magnitude of any of those previously listed is made, the employer must conduct a thorough risk assessment.

In our dealings with DECS on these matters, that risk assessment usually centres on the workload implications of the new policy or procedure. And it is the right of the workers to see that assessment and evaluate its accuracy.

Further, once the risk assessment is complete, the duty of the employer is to take actions to reduce or remove that risk.

Is that happening?

Unfortunately there are times when DECS, we lament to note, is lax in this regard, even to the point of giving no evidence at all that the risk assessment has been conducted. Merely stating that it has been done, will not do.

On all of these matters – “initiatives” even – the AEU enters the negotiation in good faith. Without sufficient investigation into the risks to workload and the health and safety of our members, that n good faith is wearing awfully thin.

Curriculum Organiser Online Since the AEU Curriculum Organiser Online (COO) was launched for the start of the school year, over 100 members have subscribed. Many more are trialling the software and attending short professional development sessions.

Lynn Hall, the AEU Training and Development Coordinator believes the level of interest has been driven by teachers’ desire to find more efficient ways to produce planning and programming documents.

of the Australian Curriculum. The issue of teacher workload is very real and substantiated in the Industrial Commission Decision last year. Members are looking for tools to help them. It is not surprising that the COO has taken off!” n Visit the AEU website to access Curriculum Organiser Online and professional development sessions or email: training@aeusa.asn.au

“Members have expressed concern about their current workload and the load they may face with the introduction 13

AEU Information Unit

Opinion

Questions from the Workplace

Q A

AEU Information Unit | Mon – Fri | 10:30am - 5pm |

% 8272 1399

If I am charged with a criminal offence whether work related or otherwise, am I obliged to tell my employer?

There is no definition of what constitutes a criminal offence. It would therefore be advisable to report any offence that is liable to a punishment by a Court.

The AEU will seek clarification from the Chief Executive of what offences need not be reported, e.g. offences that are dealt with purely by expiation notice.

It is expected that all public sector employees familiarise themselves with the contents of the new Code of Ethics. A copy should have been circulated to all employees. If you have not got a copy you can download one from the DECS website.

It is usual that SAPOL will inform DECS of any charges related to DECS employees. However, sometimes that does not occur and members need to be aware of their obligation under the Code of Ethics.

Is it appropriate for me to take photos of my students to create a class award or for any other reason?

Members must be aware of the DECS guidelines regarding privacy issues surrounding students.

Personal information regarding students (a photo would be regarded as personal information) should not be used other than for the original purpose for which it was collected. If you wish to use a student’s photo for some other purpose, consent must be obtained from the parent(s) or the adult student if appropriate. It would also be wise to get the approval from your Principal or Director.

As a contract teacher am I able to refuse an offer of employment which is made within the terms of my most recent application?

If you refuse an offer of employment that falls within you application, you may not be considered for any further offers for the remainder of the school term in which the offer commences (irrespective of the length of the appointment).

If you refuse an offer for a second time your application will be withdrawn for the remainder of the school year. n

Teaching is Inspiring

By Jay Weatherill MP, Minister for Education

Good teachers make a lifetime of difference for children in their classrooms.

“For people who are considering a profession in teaching …I’d really strongly recommend that … if they like being around children … and you want to make a difference in people’s lives, absolutely go for it … It’s a great profession … I’m proud to be a teacher.”

Anne Walker AEU Legal and Information Officer

However, we face new challenges in our public education system to attract and keep teachers who make a difference.

Both here and nationally, we have an ageing teacher workforce, with 53 percent of our teaching workforce aged 51 or older.

This presents both a challenge and an opportunity. It is a challenge because it means that there will inevitably be a significant turnover of teaching staff in the next few years. But if we plan and work together, it’s also an opportunity to build a good blend of youth, wisdom and experience in our schools.

In the past, being a teacher was seen as a highly prized career, but over time the status of this profession in the community has diminished.

We must restore the value that our community places on this profession. We must do this for teachers themselves because feeling valued rather than criticised must help morale and enthusiasm.

We must also do this to attract the best people we can to the profession; restoring a sense of community pride in our teachers is fundamental to broadening the appeal of teaching as a career.

And we must do this to ensure that the community provides strong support for the work we do in schools to develop our young people to be the best that they can be.

We are stepping up measures to attract and keep the best and brightest in the teaching profession.

These measures were outlined or foreshadowed in the discussion paper Supporting our Teachers and I am keen to hear the views of teachers and school communities about them.

From this month, a stronger, long-term

14

Visit our Teaching is Inspiring website at: www.decs.sa.gov.au/inspire

Q A

Q A

Teacher, Teaching is Inspiring website recruitment strategy will highlight to the South Australian community the value of our public school teachers.

This new Teaching is Inspiring media and community campaign will invite bright people to consider teaching as a rewarding career.

The campaign includes teachers in our public schools advocating the importance of their role in transforming lives and enabling young people to develop the skills and values they need for a better future.

Our teachers impart knowledge and skills to children with a wide range of abilities and interests in diverse communities.

Some children start school adept at reading, while others have little or no experience of books or have a tumultuous home life.

A child’s teacher is often the most important influence on their life beyond their immediate family.

In turn, our teachers help lift the creativity, vitality and prosperity of our South Australian society. That is why we are actively promoting the value of our teachn ers to the wider community.

Industrial Matters Running Head

Beginning Teachers and Face-to-Face teaching

Table 1

Maximum Face-to-Face Minimum Non-Instruction Teaching / per week Time / per week

Secondary Beginning Teacher

18 hrs 54 mins

7 hrs 46 mins

Primary Beginning Teacher

20 hrs 15 mins

6 hrs 25 mins

Secondary Beginning Teacher ASTI

16 hrs 48 mins

9 hrs 52 mins

Primary Beginning Teacher ASTI

18 hrs

8 hrs 40 mins

(Source: Arbitrated Enterprise Bargaining Award 2010 Clause 5.2.8)

The Arbitrated Enterprise Bargaining Award prescribes the maximum number of face-to-face teaching hours and minimum non-instruction time hours that a beginning teacher or beginning ATSI teacher can undertake.

The hours of face-to-face teaching and non-instruction time for beginning teachers and beginning ATSI teachers cannot be averaged over the school term or school year.

The Award provides the following maximum number of face-to-face teaching hours and minimum non-instruction time for beginning teachers (refer to Table 1 above right).

Who is Eligible?

The PAC Handbook contains the following definition of Beginning Teacher: For the purposes of clause 5.2.8 the additional non-instruction time applies to the following: a) Beginning teachers appointed to a permanent (ongoing) position or; b) Beginning teachers appointed to a full-year contract or; c) Mid-year graduates, employed on contract at any time in the balance of the year of graduation. If they obtain employment at the start of the following year, the balance of the 207 duty day entitlement will be provided in that year. d) Beginning teachers employed on contract for Term 1 at the start of the year in the first or, in the case of a gap year, the second year after graduation, and continues for each adjacent sequential term employed.

(Source: PAC Handbook 2011)

Action  If you believe that you are not being provided with your Award entitlement, you should write to your PAC. Your request should make reference to the provisions in the Arbitrated Award (Clause 5.2.8) and the definition of Beginning Teacher in the PAC Handbook 2011. Your school’s Sub-branch Secretary or AEU PAC Representative can assist you in this process.

If the matter is not resolved at the school level, then the AEU can assist you in pursuing this matter.

PAC Handbook After lengthy negotiations agreement has finally been reached on the content of the new PAC Handbook.

The PAC handbook is recognised in the Arbitrated Enterprise Award and contains important information that the PAC must have regard to when exercising their functions under the Award.

It is important that the new PAC handbook be brought to the attention of all AEU members in schools as it contains important information relating to members working conditions.

Highlights of the new document include: • A clear statement on NIT that ensures it will be provided in school hours, must be a minimum of one lesson and not less than 30 minutes, and cannot be provided during recess or lunch periods.

• A new definition of Beginning Teacher that extends the Beginning Teacher Face-to-Face Teaching and NonInstruction Time provisions to a greater number of beginning teachers.

• Guidelines for class sizes in the early years (R – 3).

• The timing and frequency of staff meetings to be based on the consideration of work-life balance and the family and caring responsibilities of staff members.

• The release time for sub-branch secretaries continues under the new arrangements.

Copies of the new PAC Handbook can be found on the AEU website:

8: www.aeusa.asn.au >

Issues > Arbitration 2009/10

AEU Information Unit | Mon – Fri | 10:30am - 5pm |

Sub-branch Secretary release time Did you know that as the Sub-branch Secretary you are entitled to release time to undertake your union duties?

Appendix C of the PAC Handbook contains the following: “It is appropriate for the duties of AEU sub-branch secretaries to be recognised and where necessary programmed into the school’s programme. The level and method of release time should be determined at the local level by the PAC in consultation with the AEU sub-branch.

As a guide to determining the level of support up to half an hour may be appropriate in small schools and up to one and a half hours in the case of the largest high schools.”

Not receiving your release time?

If you are the elected Sub-branch Secretary and you are not receiving release time for your role you should: • Call a Sub-branch meeting.

• Members of the sub-branch should be provided with a copy of the provisions in Appendix C of the PAC Handbook.

• The sub-branch should endorse that a letter be sent to the school Principal and school PAC requesting that release time be provided for the Sub-branch Secretary. The letter should include the amount of release time sought.

• Negotiations should occur between the sub-branch and the PAC as to the way in which the release time is to be provided to the Sub-branch Secretary.

Dan Farmer AEU Industrial Officer For further information on any of these issues contact the AEU Information Unit (details below).

% 8272 1399

15

Women’s Focus

1 The International Women’s Day march 2011 was fronted by the Aboriginal Flag held proudly by Aboriginal and Torres Strait Islanders who led hundreds of women in solidarity.

All women deserve respect AEU Women’s Officer Tish Champion says we still have some way to go to achieve pay and gender equity On March 8 the world celebrated 100 years of progress towards gender equality. In Adelaide there were many opportunities to get involved in the celebrations including the annual IWD breakfast, lunch and march. The AEU joined in all of these celebrations and held our own very well-attended IWD happy hour.

International Women’s Day is a wonderful opportunity not only to celebrate and be proud but also to draw attention to the challenges that still remain before gender equality is truly realised. Women in Australia and all over the world continue to be confronted by a gender pay gap, domestic violence and a very real lack of access to high quality public education and services. Without quality education many women are locked into a cycle of poverty and abuse.

It continues to astound me that after 16

more than 40 years, pay equity is still such a burning issue. Our fore sisters fought the pay equity battle and won – didn’t they?

On March 3, the AEU held the 16th Jean Pavy Award ceremony at which the 59th and 60th students who have achieved a merit in Women’s Studies since 1996 were honoured. The AEU continues to present this award in honour of Jean who was instrumental in achieving equal pay for equal work for teachers in SA. This year’s keynote speaker, Fiona Mort from the Office for Women, was very impressed with the achievements of both women. Nellie Blitz intends to pursue Women’s Studies in the future. While Sarah Mitchell is currently volunteer teaching in Vanuatu.

There is a very distinct difference between “equal pay” and “pay equity”.

Statistically, women who work for DECS outnumber men 3 to 1 and yet they factor highly among the lowest earners in the Department. Women in education are no different to women in any profession; they fill the lowest paid and most precarious positions, they have lower superannuation, LSL and sick leave balances, and they often have limited career paths.

Interestingly, amid international calls for gender equality, current government

1 Jean Pavy Awards from left: AEU Women’s Officer Tish Champion, recipient Nellie Blitz, AEU President Correna Haythorpe, Guest Speaker Fiona Mort, recipient Sarah Mitchell’s mother Heather representing Sarah in her absence. and education department policies and schemes appear to be aimed at “older” women. The words younger, older, enthusiastic and disengaged seem to be used a lot at the moment by government and DECS. Are “older, experienced teachers” being discriminated against?

Several recent government media releases have hinted that age is a possible barrier or problem in our teaching force. Take these two statements for instance: “This will also add to the measures in our new recruitment policy to provide young teachers with permanent jobs.”

“Ageing teachers, or those disengaged after years in the system, will be encouraged to consider the payment as a transition to retirement or another career, making way for young, enthusiastic educators.”

Clearly the solution is to reduce the number of “old” teachers in favour of “young” and “enthusiastic” teachers.

Women’s Focus Through future mentoring plans, the system hopes to harness the knowledge and experience of “older” teachers while ultimately making significant cost savings through the employment of younger enthusiastic teachers: “…the program would be self-funded because older teachers on up to $80,000 a year would be replaced by graduates and early career teachers on salaries of about $55,000.”

My alarm bells are ringing. With each announcement, each policy change, each new scheme, I am hearing age, age, age.

Many of those teachers in their late 40s to early 50s who are still teaching in our classrooms are women. They are not all disengaged, burnt out and tired. Disillusioned and feeling undervalued? Maybe.

I challenge any member of government or the department to go out to schools and see just how much these wonderful, energetic and enthusiastic “older” women are contributing to the day-to-day teaching of future generations. I would suggest they don’t need $50,000, they just need respect and credit for what they achieve and conn tribute each and every day.

In union there is strength Instrumental Music Service celebrated International Women’s Day with a morning tea. During a very busy period at work the team made time to celebrate a very important day to reflect on women’s issues past and present. They were joined by staff from the Primary Schools Festival of Music.

It was wonderful to see purple apparel worn by some, promoting one of the colours of the day. During the course of conversations it was discovered that only 21 percent of women who work for DECS make co-contributions to Superannuation. The figure was staggering. We also discussed the topic of homelessness in older women. We shared a brilliant article written by Shelly Gare titled Princess and Paupers. She talks about women over the age of 45 outnumbering older men in crisis centres. She discusses the differences as to why women are left behind, salary inequity, lack of opportunities, and time out of the workforce as a mother or carer. Women make up almost

1 from left: IMS members Sue Ryan, Nora Thomas and Sharon Burgess with AEU Vice President Anne Crawford (2nd from left) half of our workforce. Some being single parents, others just struggling to move on to better opportunities. One thought that seems to be universal about women, is the false assumption that ‘we will be ok’, just because we are women.

While morning tea may have ended, the topics discussed left an impact on the people present, both men and women. It certainly was food for thought.

Later in the afternoon a few of us attended the celebration at the AEU. It was a wonderful opportunity to catch up with familiar faces and reflect on the importance of the day and how women’s n issues have impacted on us all.

Nora Thomas Instrumental Music Service (North)

Paid Maternity Leave twice – no strings attached!!

Paid maternity leave again, without even returning to work! AEU member Melanie Dunn explains.

When I became pregnant with my first child in late 2007 I knew I had some choices to make. I had always known that I wanted to care for my children full-time while they were young, which obviously wasn’t going to fit in easily with a career.

I was teaching full-time in 2008 when I took paid maternity leave from July, followed by unpaid parenting leave until the end of the following year. I felt encouraged by the fact that I could take unpaid leave until my children started school, so I decided to keep taking it, a year at a time, and see how long we could afford for me to be a full-time mum. My husband is also a teacher, and we are both committed to making financial decisions that support our parenting choices.

When I became pregnant with our second child in mid 2010, I was surprised to learn that I would actually be eligible for another 14 weeks of maternity leave at my full-time pay rate, even though I had not returned to work since having my first child. In fact the idea of even applying for it would not have occurred to me if a friend of mine in a similar situation had not lodged a successful application.

My daughter is now nearly two and a half, and as I enjoy the arrival of my son, I feel grateful to be not only acknowledged for my contribution to

the teaching profession, but financially supported through the parenting choices I have made. Hopefully this entitlement will allow more women to take an extended break from their careers to raise children without feeling forced back to work prematurely for financial n reasons.

If you believe you may have missed out on paid maternity leave it may not be too late. Contact Tish Champion at the AEU on:

&: 8272 1399 or 8: tchampion@aeusa.asn.au 17

NAPLAN

Leadership Program

England drops league tables for 5-year-olds English education authorities have dropped plans to publish school level data on the assessment of five-year-olds after a parent launched a petition against them.

The data on Early Years Foundation Stage (EYFS) profiles are summaries of how children are doing in 13 different areas including physical development, language and social skills.

On March 12, 2010 ACARA CEO Dr Peter Hill told the Advertiser that he was “quite keen” to investigate extending NAPLAN tests to reception students.

The Australian Government currently compiles information on five domains for five-year-olds, but the data is provided by teachers, not by testing. It does not identify students or schools, but is compiled for the communities in which the students live.

In 2009, the The Australian Early Development Index was completed nationwide for the first time. Between 1 May and 31 July, information was collected on 261,203 children (97.5 per cent of the estimated national five-year-old population). This involved 15,528 teachers from 7423 Government, Catholic and Independent schools around Australia. n

Calling all ex-scholars, teachers, community members and any interested parties!

Come and be a part of

Stirling North Primary School’s 30th birthday celebrations!

The school will be open from:

11.00am - 2.00pm Saturday 20th August

All are welcome to browse through the school.

Food & refreshments available.

A dinner will follow the open day at the Stirling North Progress Hall from 6.00pm.

For bookings and further information contact the school on:

% (08) 8643 6020

18

AEU Women in Leadership Program Long-time AEU member Virginia Gill is looking for women who like a challenge Are you interested in participating in a program that will build your leadership skills and knowledge? Do you see a future in educational or union leadership?

This 2011 trial program is funded by the Federal Government through the ACTU and will target AEU members in SA who hold a union position such as Workplace Representative, Sub-branch Secretary, Council delegate, Executive member, Women’s Contact Officer, School Services Contact officer, or an elected position on an AEU standing or consultative committee.

Program participants will undertake four days of training in Adelaide, with backfill, travel, accommodation and course materials provided, along with some out-of-hours activities.

Participants will have the opportunity to be linked with mentors and network with other participants. The learning will be fun and informative, and most importantly, relevant to your personal leadership development goals.

There will be guest presenters from a range of business/industry/union backgrounds who will share their leadership journey. Learn from other women who have embraced leadership and can provide you with ‘the good, the bad and the ugly’ about leadership in the 21st Century.

“Not knowing when the dawn will come, I open every door.”

Emily Dickenson

Topics will include: • Leadership and Change • Strategic Planning • Power and Influence • Wellbeing and Resilience • Quality Improvement • Conflict Resolution • Leadership and Management Please note that it is an expectation that participants attend and actively participate in all program activities.

Tentative dates for face to face sessions in Adelaide are as follows:

Monday 16 May Friday 17 June Friday 12 August Monday 28 November If you see yourself as a future leader and would like to register interest in this program, please contact: Virginia Gill | Women in Leadership Program Project Officer at the AEU on:

8: vgill@aeusa.asn.au

&: 8272 1399

Leaders

International

Leaders and their work – a priority for the AEU

undeniable that there is strength in numbers when it comes to negotiations with the government and DECS for improvements to workload, conditions, resourcing and remuneration. Equally it is true that the AEU values you, your role and your work as a school leader.

Please watch this space for future developments and announcements for n leaders.

THE AEU (SA) Branch is an eclectic organisation. All sections of our membership are equally important and valued and this applies also to school leaders. However, the representation, participation and involvement of school leaders in the AEU is set to take on a sharper focus in 2011.

During Term 1, I am working closely with the President to develop a strategic plan for the inclusion and engagement of educational leaders in the AEU. We are listening to our members as well as gathering valuable information from our cousin organisations in Victoria and Queensland.

Our recent work in these states has taken us on visits to schools where local leaders have provided valuable insights into staffing, funding and workload issues which is relevant for leaders in SA. In 2011, we have a reinvigorated AEU Principals Consultative Committee (PCC) of 22 members with representation from primary, junior primary, secondary, area, small schools, special schools and R-12 schools. The committee is made up of both men and women who are principals, deputy principals and senior leaders. Ian Kent (below left) from Kangaroo Island Community Education has been elected as Chair while Celina McKenzie (below centre) (Windsor Gardens Vocational College) and Stephen Measday (below right) (Keithcot Farm PS) are the joint Deputy Chairs.

AEU President, Correna Haythorpe is responsible for school leader members and is currently in the process of meeting with all Regional Directors in order to establish enhanced structures for co-operation and to gain improved access to and support for our leader members in the field.

In addition, Correna is deeply committed to coordinating the joint AEU/DECS workload review, which is investigating the complexities of leaders’ and teachers’ workloads and will report its outcomes to the Industrial Relations Commission.

The PCC will form a working party to identify key elements of the next EB log of claims for leaders and will convey these to a proposed AEU EB task force which will

be established by AEU Branch Council.

The PCC will also be looking at strategies to involve preschool leaders in AEU leaders’ campaigns.

The position of Organiser with School Leaders’ Focus has been advertised and the process will shortly be finalised. With renewed commitment to school leader members, this position has been upgraded from 0.6 to 1.0, full-time and the Organiser will work closely with the President on school leader issues.

Additionally, Virginia Gill (pictured on page 18), a well-known and respected school principal, has won an important position with the AEU to oversee a special project focussing on women in educational leadership.

The AEU (SA) has recognised that members, and especially school leader members, are keen to know more about the approaching Australian Curriculum.

Already Dr. Peter Hill, Chief Executive of ACARA, has been hosted by the AEU to speak to school and curriculum leaders at a twilight seminar at UniSA on 10 March this year. 80 leaders attended the seminar, a recording of which is available on the AEU website. In Weeks 9 and 10 this term, Correna Haythorpe will travel the state with Wendy Engliss from ACARA. Wendy is an AEU member but, importantly, is Senior Manager, Implementation Coordination with ACARA and is based in Sydney. She was formerly Director, Office of Future SACE in SA and, prior to this, a respected school principal. Lunch meetings for school leaders and curriculum leaders are programmed for the metropolitan area (north and south), Mount Gambier, Port Pirie, Whyalla and Port Lincoln.

The lunch sessions will be based around the National Press Club format and attendance for members is free. So, things are moving on many fronts in a reinvigorated way for school leaders in the AEU. If you or any of your leader colleagues are not currently members, we welcome your membership. Just give me or one of our Organisers a call and we’ll be happy to discuss this with you.

Remember, the AEU (SA) as an organisation which provides both professional and industrial representation and support for its members, is the only organisation that can guarantee school leaders a voice in enterprise bargaining in SA. It is also

Ken Drury | AEU Project Officer – School Leader Focus

8: kdrury@aeusa.asn.au

AEU expresses solidarity with Japan The SA Branch of the AEU expresses its deepest condolences to members of the Japan Teachers’ Union and to the people of Japan in the wake of the 8.9 magnitude earthquake and subsequent tsunami that struck on Friday March 11.

There will no doubt be teachers, students, schools and whole communities who have perished in the worst-hit regions and we pledge our solidarity and support to their families, friends and colleagues.

The AEU Office has been in contact with our members on exchange in Okayama and Himeji for 2011 and they have reported that although they have been shocked by the devastation and concerned about the radiation leakage from the damaged nuclear power generator n they are safe and well.

Read this article in full on the AEU website at:

8www.aeusa.asn.au >News 19

Running NOTICE BOARD Head

Seeking promotion?

ROsEmARY RIcHARDs scHOLARsHIP 2011 Rosemary Richards was a proud feminist, unionist and educator. She was a respected leader, colleague and friend who played a crucial role in shaping the AEU as an organisation which reflects feminist principles.

This commemorative award, now in its fourth year, is in recognition of the significant contribution that Rosemary made to the AEU as an organisation and to all its members, women in particular.

Aspiring Principals, DPs, APs, Coordinators

Announcing our new

$99

All women who are financial members of the AEU are encouraged to apply for the Award which is aimed to extend women members’ experiences and participation at all levels of the AEU (or an international public education union) by supporting initiatives including but not limited to: – the design and implementation of a discrete project; – the establishment of a work-shadowing or mentoring arrangement; – research or study experiences; – formal and/or informal training and development opportunities.

FOR APPLICATION WRITING AND INTERVIEW for all promotions positions in SA government schools Tailored uniquely to the SA state system, this detailed 60 page booklet and PowerPoint shows you how to develop a dynamic resumé and selection criteria, and provides many valuable ideas and hints to help you prepare for a powerful interview performance! Available for immediate download at:

ALL WOmEN mEmbERs OF AEU bRANcHEs AND AssOcIATED bODIEs ARE ENcOURAGED TO APPLY FOR THIs YEAR’s ROsEmARY RIcHARDs scHOLARsHIP. THE scHOLARsHIP Is vALUED UP TO $10,000 PER YEAR PLEAsE bE As cREATIvE As YOU LIkE, IT’s YOUR DEvELOPmENT OPPORTUNITY APPLYING FOR THE AWARD Applications are due by Friday 22 April 2011.

For further information contact Catherine Davis, Federal Women’s Officer at the AEU Federal Office: (03) 9693 1800.

ONLINE PACKAGE

A background document, application form, and Rosemary’s full tribute can be read at www.aeufederal.org.au

www.teachers–resumes.com.au Teachers’ Professional Résumés Tel: 0411 245 415 E: teachers-resumes@bigpond.com Serving Australia’s teachers for 20 years.

RICHARDS2011.indd 1

ABN: 40 833 718 673

9/02/11 2:42 PM

Next Byte Official Sponsor of AEU Media Competition 1st Prize

Mac mini

2nd Prize

iPad The new MacBook Pro Inspire creativity and hands-on learning with features you won’t

3rd Prize

find anywhere else. Easy to integrate into your curriculum. You’ll

iPod Shuffle

see teaching - and learning - in a whole new way.

For more information phone 1300 769 480

Go to the www.aeufederal.org.au for competition details.

Everything Apple and More.

Adelaide • Sydney • Melbourne • Brisbane • Gold Coast • Townsville • Perth • Hobart

www.nextbyte.com.au 1300 361 119

20

AEU 2011 Training and Development Program

Ads

2011 Union Member Development Program Workplace Reps Courses 2-day course on building the sub-branch and resolving workplace issues effectively through various decision making structures and processes.

Who can attend: AEU members working in the areas/sites listed below.

Education Works Reps Tues 8 Mar & Fri 13 May

9:15-15:30

South East Reps Mon 4 April & Fri 10 June

9:15-15:30

Amalgamated Sites Reps Thurs 12 May & Fri 19 Aug

9:15–15:30

Riverland Reps Thurs 23 Jun & Mon 5 Sept

9:15–15:30

Thurs 24 March

9:15–15:30

Skills for Members Workshop

1-day course to develop members’ confidence in decision-making forums. Meeting procedures assertive communication and public speaking are covered in a workshop format.

Who can attend: All AEU members.

Fri 25 March

9:15-15:00

New Branch Council Delegates Course

1-day course to develop members’ confidence in being an active participant as a delegate in AEU Branch Council.

Who can attend: All AEU Branch Council Delegates and alternate delegates.

Fri 3 June

Non-teaching Staff and SSO Contact Officers

9:15-15:30

1-day day course for AEU SSO Contact Officers and non-teaching PAC reps on resolving workplace issues effectively through various school decision making structures and processes and their role in supporting and informing non-teaching members.

Who can attend: Non-teaching staff reps on PAC and member SSO contact officers.

Tues 30 & Wed 31 Aug

9:00-17:00

Campaigning Skills for Delegates

Teachers Golf Day

Echunga Golf Club Monday 18 April 2011 Registration: 8:30am Shotgun Start: 9:00am Cost: $25.00 Dress: no jeans Bookings: www.sateachersgolf.com Kym Briggs: Sheidow Park School Phone: (08) 8381 8911 Email: ksbriggs@tpg.com.au • Open to all PAST-PRESENT-Future education workers and friends

A 2-day course to support members’ involvement in local campaigns. The ACTU Organising Centre runs this course to provide union representatives and activists with the skills, knowledge and confidence to campaign effectively in their workplaces and industries.

Who can attend: AEU members keen to be directly involved in AEU campaigns.

Fri 18 November

• BBQ lunch and green fee included

9:15-15:30

50th BIRTHDAY CELEBRATIONS

Potential Delegates Course

1-day course introducing members to AEU decision making processes.

Who can attend: AEU members.

Rock, Roll and Relive Sunday 10 April from 11.00am to 4.00pm •

8: www.aeusa.asn.au > events & courses

The school’s OPEN DAY with live music played by old scholars, stalls, children’s activities, demonstrations and food. With a theme of the sixties, this will be a great fun day.

This event will be held on the school grounds.

Go to the school website: www.bhs.sa.edu.au for more details about these events. Register your name in the decade applicable to you by emailing

chris.daw@bhs.sa.edu.au

4 Seymour Street, Eden Hills SA 5050 www.bhs.sa.edu.au

Curriculum Organiser Online PD Dates and Times 2011 Programming and Planning

Creating units of work Monday 18 April Monday 27 May

1:30pm–4:30pm 1:30pm–4:30pm

An Introduction Monday 18 April Monday 27 May Tuesday 28 May Wednesday 20 July Monday 10 October Monday 19 December

9:30am–12:30pm 9:30am–12:30pm 1:30pm–2:30pm 9:30am–12:30pm 9:30am–12:30pm 9:30am–12:30pm

Wednesday 20 July Monday 10 October

1:30pm–4:30pm 1:30pm–4:30pm

Creating units of work using the Australian Curriculum Friday 18 November Monday 19 December

4:00pm–5:30pm 1:30pm–4:30pm

From the brain, language and learning to pedagogy and practice

Dr. Clare McCarty

(Adjunct lecturer Flinders University)

Professional Development for middle and senior school staff based on a creative pedagogy that can be applied across the school and across the curriculum integrating literacy, numeracy and the capabilities in SACE. For further information and bookings:

mccarty@internode.on.net

8: www.aeusa.asn.au > events & courses

“School improvement must begin with pedagogy.”

Council Dates for 2011

New Branch Council Meetings

TAFE Divisional Council Meetings

Upcoming dates for 20011 are:

Upcoming dates for 20011 are:

Saturday, May 28 Saturday, August 13 Saturday, November 19

Friday, May 20 Friday, August 5 Friday, November 11 21

NOTICE BOARD

Member’s Market VICTOR HARBOR Holiday House & Studio Apartments:

Panoramic views, walks, fishing.

T: (08) 8832 2623 Southern Escape 3BR fully s/cont. www.countrygetaways.info family friendly hse. Walk to beach, Victor Harbor: parks, shops, restaurants and All Seasons Lakefront Getaway: town centre. Lge enclosed yard, Stunning s/cont. lux. colonial hme.

BBQ. Rates from $150/n.

Priv. secl. beach & lake! 4BRs, 2 Studio Apts: s/cont, open plan living areas, 2nd bath, 3 toilets & w. kitchenette, bath, living area. laundry, lge backyd. Sleeps 8.

Sleep 2 upstairs with sea views Lakeside Getaway: Encounter OR sleeps 3 ground level. Rates Lakes Villa, 100m to beach & re$135/night. T: 0413 920 554 serve. 5-min. to Esplanade, walk/ E: crupi@chariot.net.au bike trail, cafes, restaurants, Holiday House, ‘North Bay’, store. 3BRs. Sleeps 6. Spacious Carrickalinga: Arch. designed living/fam/dine, 2-way bath, sep. toilet, laundry. M: 0419 868 143 new 2 storey beach hse. 4BR, 3 E: foumakis@hotmail.com bath, 2 living areas, European http:/victorharborholidayhomes. kitchen, decking & views. Suits spaces.live.com 2 families. Sleeps 10. Play equip. for kids. T: 0403 015 964 Kangaroo Island Getaway www.stayz.com.au>North Bay, KI RURAL RETREAT: Attractive Carrickalinga s/cont. lge country hme, gdn, native bush, 260 acres. 2 bath, 2 Absolute Seafront House Kingston: Stunning beach, wine- qn beds, 2 living areas, laundry, patio. Sleeps 12. Frm $120/night. dolphins - seafood. Hse (neg), T: 0407 790754 a/h beach or balcony suites. Min 4 nights. Frm $45/dble, mid-wk off- E: kiruralretreat@bigpond.com.au peak. T: 0402 922 445 KI Holiday Cottage: Vivonne Holiday Rental: Yorke Penin- Bay, close to beach & Harriet sula: New up-market esplanade River, wildlife, exc. location for KI beach hse ‘Manyana’ at Wool Bay attractions. 2BR. s/cont, air, BBQ. (near Edithburgh). Spa, plasma Sleep 4, $95. T: (08) 8341 9185 TV, DVD, stereo, dish-washer.

E: enquiries@ravencottage.com.au Tastefully ff, 3BR, sleeps 7. www.ravencottage.com.au

KI holiday hse, Kangastay

Harriet River, Vivonne Bay, 3BR fully equipped. Close to Seal Bay, Remarkables, Admiral Arch and more) relax, swim, fish. Linen prov. winter discounts, sleeps 6.

Frm $100/night. T: 0407 215 345 kangastay@gmail.com

KI Queenscliffe Cottage

Kingscote, recently restored 2BR, period decor, gdn. Walk to beach, cafes, jetty, pubs. Sleeps 6. Exc. location to explore island.

T: 08 8553 9007 www.kangarooislandholiday accomodation.com.au/property. php?p_id=232

‘WINDSWEPT COTTAGE’

Overnight & short-stay accom. in Adel. Hills (Stirling). Suit couples (no children due to steep stairs to mezz. BR). Quiet, botanic setting, own carport & entrance w. galley kitchen, TV, DVD etc. 5 min walk to Stirling restaurants, cafes. 15 min drive to wineries, Hahndorf and Hills towns. From $90-$120/ night. T: 0431991431 E: windswept@pacific.net.au www.windsweptcottage.webs.com

HOLIDAY RENTAL WALLAROO:

Arch. designed new 2-storey beach hse, bay views. 3BR, 3 bath, open plan living, modern kitchen, sleeps 7. DVD, CD, dishw. Safe beach for kids, great walks, fishing. www.stayz.com.au>Bayview, North Beach

HOL. RENTAL NORMANVILLE:

South Shores Holiday Villa #25.

3BR (sleeps 8). Secure behind dunes at Normanville. Golf, horse riding, pools, beach, lawns, cafes.

T: 0413 155 460 www.stayz.com.au/23983

PORT ELLIOT HOLIDAY ESCAPE

Stunning new, a/c, 4BR, s/cont.

Close to Main St. cafes, shops, restaurants, galleries. Horseshoe Bay, swim, surf and fish. Walk/ bike trails, markets, wineries, Steam Ranger Cockle train. Special rates. E: jack.k@live.com.au www.allseasonsescape.spaces. live.com

SEAFRONT HOLIDAY HOUSE: Yorke Peninsula “Oceanfront Escape” 2-storey hse w. pergola

to beach & farmland views, secl, 4 BRMs, full kitchen, BBQ, DVD/ VCR/TV, billiards, fishing. Peaceful & relaxing, great for kids.

Contact Brenton: T: 0409 864 682 E: bjejstevens@bigpond.com CEDUNA BEACH HOUSE: S/cont, beachfront, BBQ/DVD/ LCD/ TV, r/c air. Sleeps 6. Corp. rates AEU members. Main st and jetty 5 min walk. T: (08) 86253343

Houseboat: (near Mannum)

AEU members are offered a 10% disc. during shoulder/off pk.

Sleeps 10. T: (08) 8277 8751 E: tandu.prucha@bigpond.com www.bundara2.net/

AN INVITATION TO RETIRED OR RETIRING TEACHERS & SSOs Have you retired or are about to retire? Are you seeking opportunities to maintain or increase your level of fitness and want to learn more about your city and surrounding hills and bushland? Are you seeking companionship with other retired teachers and their partners as well as other walkers from a range of backgrounds (not just teaching!)?

The R.T.A.Walking Group is a sub-group of the Retired Teachers’ Association and is affiliated with Walking SA. Walks are organised at several levels. Rovers walk from 14–18 kms, Walkers – up to 10kms, and the Strollers and Amblers – up to 5 kms. We walk in conservation and national parks within the Mount Lofty Ranges and Fleurieu Peninsula, suburban beaches, and along the six creeks of the Adelaide Plains, the River Torrens Linear Park and other suburban trails. It’s a great way to get to know your city and surroundings! A camp is also organised each year in country areas within South Australia or Victoria.

If you are interested in finding out more about our walking group, you are invited to contact: our Secretary, David Tassell | T: 8293 4320 email: dtassell@internode.on.net or our Convener: Tony Nichol | T: 8396 1682

22

NOTICE BOARD GLENELG NTH/TOWNHOUSE RETREAT: Rent for short/long/

House Sitting: Mature couple,

hols. Good, quiet, peaceful location, mins frm Jetty Rd, close to tram/bus stops. Secl. T-Hse feat.

3 BRM, new kitchen, 2 toilets, ldry, bath, sep. dining, lounge, a/c, gas heating, patio area, carport, garden. T: 0437 847 034 E: wendyvoight@bigpond.com For Rent: ff private apartment in Glenelg for hols or wkds. Spa, heated pool, steam-rm, sauna, gym etc. Plasma TV, 100m to beach.

T: 0403 606 052

35mm SLIDE SCANNING Adelaide & Hills: Do you have

old slides gathering dust and deteriorating? Have them professionally scanned at high resolution and transferred onto CD. 19 yrs exp., reasonable rates.

T: 0401 590 875 WORKSHOP: Stress management, personal dev. and learning difficulties: Brain Gym – an intro wkshop. Movements to ‘switch on’ the brain. T/F: (08) 8768 2537 E: gibbons@seol.net.au

Go SCUBA Diving with Elite Dive Academy: Are you a diver,

but haven’t been in the water for a while?! Get $50 off a PADI TuneUp program to refresh your skills.

T: (Steve) 0413 134 827 E: info@elitediveacademy.com.au www.elitediveacademy.com.au

teachers, non-smokers, exp. pet owners, gardeners seek hse sit while new home is built. Adelaide Nth pref. Available for the entire Term 2 – 2011. Referees avail.

E: edgell.zajac@sehs.sa.edu.au E: Pam.Zajac@tafesa.edu.au T: 0409 608 518 or 0409 280 019

House Sitting: Prof. couple seek hse sit, Adelaide & environs, late July – Oct. 2010. Non-smokers, hse proud, exp. renovators, repairs, gardening, animal caring.

Contact Chris & Eleanor Oyston T: 02 6236 3008 E: oystons@iinet.net.au

ROOM FOR RENT: Female to share 3BR house with 2 others in West Croydon. $150/wk includes phone, internet, electricity and water. T: 0431 518 683 E: medwards33@optusnet.com.au

France – South: Lovely Village House. Languedoc region. T: 0403 314 928 (Julie) www.myfrenchhome.com.au

CIVIL CELEBRANT: Dr Tom Haig: weddings, renewal of vows, commitment ceremonies, funerals and baby namings. First class personalised services with AEU members receiving a 10% discount on services upon request.

Brain Gym® 101 long weekend

T: 85311726 or 0439 687 529 E: tomhaig@internode.on.net www.tomhaig.com.au

HOLIDAY HOUSE, WALLAROO: New house with 4 BRMs, just a five minute walk to the beach.

Sleeps 8. Self contained. Peaceful and very relaxing. From $700/wk.

T: 0410 054 059 E: khatchley82@bigpond.com

Moonta bay holiday rental: 3BR, sleeps 8, 350m to beach, CD/DVD, PayTV, games for kids, modern kitchen.

T: 0404 717 720 or 0406 429 040 E: prislodge@yahoo.com.au

course in Robe Mar 12 & 13, June 11 & 12 to assist people to relax & focus, be organised, learn and communicate more easily.

A movement based course to balance the hemispheres for your personal goals. Register with Heather. T: 8768 2537 E: gibbons@seol.net.au

Health Harmony & Happiness: Weekend in Robe April 16 – 17. Contact Heather.

T: 8768 2537 E: gibbons@seol.net.au

HOLIDAY HOUSE, WALLAROO:

Aldinga Beach House From: $680 Week 5 minute walk from beach, opp.

National Park, sleeps 8, ff, TV, DVD, Microwave, Air Con. T: 0418 843 711 E: acaciahouse@optusnet.com.au

New house with 4 bedrooms just a five minute walk to the beach.

Sleeps 8. Self contained. Peaceful and very relaxing.

From $700 per week.

T: 0410 054 059 E: khatchley82@bigpond.com

Cape Tribulation, Far Nth Qld Gorgeous hilltop B&B surr. by rainforest, 5mins to beach. Ensuite double & fam rms from $80/dble (with AEU member discount).

T: (07) 4098 9039 E: www.rainforestbb.com

Australian certified organic products: for personal use & gifts www.bodytune. mionegroup.com

Advertise in Members’ Market for FREE! Rent, sell, buy or offer goods and services. Send ads to:

journal@aeusa.asn.au

we’ve got you covered...

Eastern Adelaide, Adelaide Hills,and Yorke Peninsula

Donna Glass 8263 2422

Southern Adelaide, Fleurieu Peninsula, Kangaroo Island and Limestone Coast

Wayne Copley 8322 7837

Northern Adelaide, Riverland, Murray Bridge and Aboriginal Lands

Mike Day 8261 6676

Southern Adelaide and West Coast

Peter Dinan 8381 1739

Western Adelaide, Whyalla and Mid North

Northern Adelaide, Barossa Valley and Far North

at work and at home, call us to make a confidential appointment

Susan Walters 8340 1477

John Elvin 8255 3465

Credit Union SA Ltd • ABN 36 087 651 232 • AFSL/ACL 241066 • 400 King William Street Adelaide 5000 • Ph: 8202 7777 23

Insuring against nasty surprises this Easter will give you quite a nice one.

Phone 8202 7700

Credit Union SA Ltd 400 King William Street Adelaide

creditunionsa.com.au

8202 7700 *One $50 cashback rebate amount will be awarded for each new building cover and each new contents cover issued under a Home or Landlord insurance policy which commences during the campaign period 14/03/11-30/04/11. The policy needs to be a new insurance policy arranged by Credit Union SA and not replace or renew an existing insurance policy through Credit Union SA. In the event the policy is cancelled during the first two months, each $50 rebate amount credited to your savings account will be reversed. Credit Union SA Ltd ABN 36 087 651 232 AFSL/ACL 241066 arranges this insurance as agent of the insurer Allianz Australia Insurance Limited ABN 15 000 122 850 AFSL 234708. We do not provide any advice on this insurance based on any consideration of your objectives, financial situation or needs. Before making a decision about it please refer to the Product Disclosure Statement, available from us.