Procedures for filling

school leader positions

Guidelines agreed between the Education and Training Directorate and the Australian Education Union

2012

1.

Filling school leader positions

1.1

The document outlines the procedures agreed between the Directorate and the AEU by which
school leader positions will be filled under the provisions of Section S of the ACTPS Education
and Training Directorate (Teaching Staff) Enterprise Agreement 2014 2018 (enterprise
agreement).

1.2

There are four methods by which positions will be filled:

a) system placement (for employees to whom the system has an employment obligation,
e.g. return from leave or posting, nominated reduction); or
b) temporary transfer to temporary school leader vacancies; or
c) transfer of existing permanent school leaders B & C within the system; or
d) advertisement of vacant positions available to existing and new employees.

1.3

The Director-General may elect to identify any school leader vacancy for system placement as
required, in accordance with the provisions detailed in Section 3 of these guidelines System
placement of school leaders. In this circumstance, the school principal, for school-based
School Leader B and C vacancies; the branch director, for office-based school leader vacancies;
or the school board chair or nominee of the school board, for school-based School Leader A
vacancies, will be consulted. The final determination of placement rests with the DirectorGeneral or delegate.

1.4

Temporary school leader vacancies will be filled in accordance with the provisions detailed in
Section 4 of these guidelines Filling school leader temporary positions on temporary transfer.

1.5

Transfer opportunities for existing permanent school leaders B & C will be offered in
accordance with the provisions detailed in Section 5 of these guidelines document Filling
school leader positions through a school/section-based transfer process.

1.6

Procedures for positions that are filled through advertisement or offers of employment to
teachers on the recruitment pool are detailed in Section 6 of these guidelines Filling school
leader positions through a school/section-based open selection process.

1.7

A review may be requested in relation to concerns about selection procedure process only. No
review is available in respect of the outcome of a selection procedure. Review provisions are
detailed in Section 7 of these guidelines Review procedure.

1.8

School leaders may request the Director-General or delegate permission to a reduction in

classification. If the request for a reduction in classification is granted for a period less than
one school year, the reduction may be temporary. Generally, if the period of the reduction is
in excess of a school year, the reduction will be permanent. The classification agreed by the
Director-General or delegate will be the school leaders substantive classification for the
purposes of the processes outlined in this document.

1.9

The processes outlined in this document do not apply to the filling of Executive Teacher
(Professional Practice) positions. Specific processes and documentation apply for this
classification.
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1.10 All costs associated with selections using these procedures will be met by the school or
branch.
1.11 The personal and professional welfare of the school leaders involved in these procedures will
be taken into account in the decision making process.
1.12 These selection processes will be monitored. Any variation will be agreed between the
Directorate and the AEU as required under clause A8 of the enterprise agreement.
1.13 The AEU will be consulted on changes to timelines outlined in this document, as necessary.
1.14 Review of selection process
a)
Concerns about selection processes may be raised by applicants, committee members,
Directorate personnel or the AEU. Such concerns should be raised with the panel chair,
principal, Director People and Performance or the AEU as soon as the concern arises.
b) A formal review of a selection procedure is confined to matters of process only.
Procedures for a formal review are detailed in section 7 of these guidelines Review
procedures.

2.

Definitions

Anticipated vacancy refers to a position that may be vacant at the time a proposed placement
would take effect.
Consequential vacancies are those arising as the result of a selection process.
Enterprise agreement means the ACTPS Education and Training (Teaching Staff) Enterprise
Agreement 2011-2014.
Known vacancy refers to a position that is confirmed as vacant at the time a proposed placement
would take effect.
Recurring vacancy is a vacancy that becomes vacant after being advertised and filled through a
selection process in the previous two years.
Substantive school leader is a school leader who has been promoted to the school leader
classification of the position. It does not include a school leader or classroom teacher on temporary
transfer to a higher level classification.
Substantive classification is the classification of the position to which that a teacher was last
promoted. If a school leader has been reduced in classification, the substantive classification is the
classification determined by the Director-General or delegate.
System placement refers to a vacancy identified by the Directorate for filling in accordance with
section 3 of these guidelines System placement of school leaders
Temporary vacancy refers to a position that has a nominal occupant who is not available to fulfil the
duties of the position for a period generally up to one school year. The reason for the vacancy is due
to leave or temporary transfer to another position and it is expected that the nominal occupant will
return to the position.
Unforeseen vacancy refers to an unplanned vacancy of up to two weeks when there is insufficient
time to appropriately advertise and conduct a selection process to fill the position for the duration of
the vacancy.

3.

System placement of school leaders

3.1

It is important to balance the need for the Directorate to ensure all school leaders are
appropriately placed with the Empowering ACT schools expectation that schools will select,
manage and develop their staff.

3.2

The Director-General may elect to identify any school leader vacancy for system placement as
required. In this circumstance, the school principal, branch director or school board chair or
nominee will be consulted. The final determination of placement rests with the DirectorGeneral or delegate.

3.3

The need for system placements will be managed on a case-by-case basis and will generally
only be considered after other methods of achieving a satisfactory placement have been
exhausted.

3.4

When a system placement is required

a) People and Performance will confirm the need to place a current school leader and
compile a list of available suitable vacancies.
b) Director People and Performance will advise the Director-General or delegate of the
need and provide the list of school leaders and potential vacancies.
c) Director-General or delegate will provide the list of school leaders and potential
vacancies to the school network leaders.
d) School network leaders will confirm position details and any other relevant information
with principals or school board nominees.
e) The Director-General or delegate will chair a panel comprising the Director People and
Performance and the school network leaders to determine appropriate placements.

3.5

People and Performance will advise the school leader of the placement outcomes. The school
network leaders will advise principals/branch managers of the outcome for School Leader B
and C placements. The Director-General or delegate will advise the school board nominees or
branch director of the outcome for School Leader A placements.

3.6

Commencement of the placement will normally be at the commencement of a school term

unless otherwise determined by the DirectorGeneral or delegate.

4.

Filling temporary school leader positions on temporary transfer

4.1

For the operational efficiency, temporarily vacant school leader positions are to be filled in a
timely manner. Such positions provide an opportunity for aspiring school leaders to develop
their capacity and demonstrate their capabilities.

4.2

To achieve the desired timeliness and capacity building, the following processes are to be
followed for:
a) unforeseen school leader vacancies;
b) short-term school leader vacancies of up to one school semester; and
c) long-term school leader vacancies of up to one school year.

4.3

Office-based school leader temporary vacancies will be filled using similar processes within
the branch where the vacancy occurs.

Unforeseen school leader vacancies

4.4

An unforeseen school leader vacancy occurs when, for an unplanned reason, a school leader
position becomes temporarily vacant for a period of up to two weeks.

4.5

At the commencement of the school year, the Office for Schools will establish a list of
substantive School Leaders A and B who are interested in being considered for unforeseen
School Leader A vacancies. This list will be updated at the beginning of each school term.
Interested school leaders are to provide a brief resume when expressing interest in being
included on the list.

4.6

At the commencement of the school year, schools will establish a list of their teaching staff
who express interest in being considered for unforeseen School Leader B and C vacancies. This
list will be updated at the beginning of each school term. Teachers are to provide a brief
resume when expressing interest in being included on the list.

4.7

Immediately an unforeseen vacancy arises in a school

a) At the School Leader A level: The school network leader will fill the vacancy from within
the school if there is a substantive School leader B there who wishes to perform the
duties. If there is more than one substantive School Leader B within the school, the
officer with the most experience will be appointed. If there is not a substantive School
Leader B officer available from within the school, the school network leader will
temporarily transfer a substantive School Leader A or B from within the network or, in
consultation with the other school network leaders, from a school in a different
network. If a School Leader B is temporarily transferred, the school network leader will
appoint an experienced principal from within the network as mentor for the school.
b) At other school leader levels: the principal, in consultation with the school network
leader, will fill the vacancy from within the school using the current list of interested
staff, commencing with staff substantively at the level of the vacancy. If the school does
not have the capacity to fill the vacancy, the school network leader will temporarily
transfer a suitable officer from a school in the network.

Short-term school leader vacancies of up to one school semester

4.8

Short-term school leader vacancies of up to one school semester may be filled by seeking
expressions of interest from teachers working in the school or by advertising the vacancy
through e~mployment.

4.9

Expressions of interest for short-term school leader vacancies will comprise a current
curriculum vitae and a brief supporting statement of approximately one page.

4.10 Applicants will have at least five days, including one weekend, to submit an expression of
interest.
4.11 In the case of a School Leader A vacancy, the school network leader will fill the vacancy from
within the school if there is a substantive School Leader B there who wishes to perform the
duties. If there is more than one substantive School Leader B within the school, a merit
selection will occur. If there is not a substantive School Leader B officer available from within
the school, the vacancy will be made available to substantive School Leader A or B officers
through advertising in e~mployment.
4.12 For School leader B vacancies, the principal will fill the vacancy from within the school if there
is a substantive School Leader C there who wishes to perform the duties. If there is more than
one substantive School Leader C within the school, a merit selection will occur. For School
Leader C vacancies, the principal will fill the position through merit selection within the
school.
4.13 All members of the school leader selection committee must have completed the selection
committee training agreed between the Directorate and the AEU (currently the endorsed
school leader selection committee training).
4.14 The selection committee for
a) A School Leader A vacancy: will comprise a school network leader and two external
principals. The selection committee should have a gender mix and there should not be
more males than females. The school board chair should be consulted prior to the
announcement of the outcome. The selection committee may determine the suitability
of applicants from the expressions of interest with without interviews or referee
statements. The delegate will be the Director Office for Schools.
b) Other school leader vacancies: will comprise the principal, or nominee, as chair and two
teachers, one from another school. One of the teachers must be agreed by the school
sub-branch of the AEU. The selection committee should have a gender mix and there
should not be more males than females. The selection committee may determine the
suitability of applicants from the expressions of interest with without interviews or
referee statements. The delegate will be the principal or, if the principal was a member
of the selection committee, the school network leader.

Long-term school leader vacancies of up to one school year

4.15 Long-term school leader vacancies of up to one school year will be filled by seeking
expressions of interest through advertisement in e~mployment, with links to school websites
for additional information.
4.16 Expressions of interest for long-term school leader vacancies will comprise a current
curriculum vita and brief supporting statement, approximately two pages.
4.17 Applicants will have at least five days, including one weekend, to submit an expression of
interest.
4.18 Where the long-term vacancy is a continuation of a short-term vacancy, the Director-General,
or delegate, following consultation with the AEU, may determine to fill the continuing vacancy
using the existing short-term vacancy arrangements.
4.19 All members of the school leader selection committee must have completed the agreed
selection committee training agreed between the Directorate and the AEU (currently the
endorsed school leader selection committee training).
4.20 The selection committee for
a) A School Leader A vacancy: will comprise a school network leader and two external
principals. The selection committee should have a gender mix and there should not be
more males than females. The school board chair should be consulted prior to the
announcement of the outcome. The selection committee may determine the suitability
of applicants from the expressions of interest with without interviews or referee
statements. The delegate will be the Director Co-ordinator of the Office for Schools.
b) Other school leader vacancies: will comprise the principal, or nominee, as chair and two
teachers, one from another school. One of the teachers must be agreed by the school
sub-branch of the AEU. The selection committee will determine the suitability of
applicants from the expressions of interest, interviews and referee statements. The
delegate will be the principal or, if the principal was a member of the selection
committee, the school network leader.

5.

Filling substantive school leader positions through a schoolbased transfer process

5.1

This process applies to school leaders B & C who

are applying for transfer prior to the completion of their placement period in a position in
accordance with subclauses S3.4 and S3.5 of the enterprise agreement:
S3.4
S3.5

All teachers and school leaders may apply for transfer at any stage in their
career.
Where a teacher or school leader wishes to apply for transfer prior to the end of
their placement, they should advise their principal, school network leader or
manager of this intention as soon as possible. In dealing with compassionate
transfers, special consideration of an individuals circumstances and needs will
occur.

OR

have been advised by their principal or school network leader that they must apply for
transfer, according to subclauses S2.5 and S2.6 of the enterprise agreement:
S2.5

S2.6

The principal (or school network leader) will review a teachers (or school
leaders) placement end date through the annual professional discussion early in
the year prior to its effect. This review will determine whether the teacher:
(a)
will continue their placement at the school for another period of up to
five years, or
(b)
must apply for transfer, to take effect from 27 January in the following
year.
The principal (or network leader) will advise the teacher (or school leader) in
writing of the decision concerning their placement end date following the annual
professional discussion and no later than the end of term 2.

Identification and advertisement of vacancies

5.2

Schools will identify vacancies and prepare position descriptions and advertisements as soon
as practical after a school leader position becomes substantively vacant.

5.3

All schools leader B & C vacancies, other than in new schools and recurring vacancies, will be
offered for transfer unless otherwise determined by the Director-General, or delegate,
following consultation with the AEU.

5.4

The School Leader A vacancy in a new school will be filled using the processes outlined in
Section 6 of these guidelines Filling school leader positions through a school/section -based
open selection process.

5.5

One third of the total number of school leader B & C positions in a new school will be offered
for transfer and filled under the processes outlined in this section. The remaining two thirds of
school leader vacancies will be filled using the processes outlined in Section 6 of these
guidelines Filling school leader positions through a school/section -based open selection
process.

5.6

Recurring vacancies will be filled using the processes outlined in Section 6 of these guidelines
Filling school leader positions through a school/section -based open selection process.
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5.7

A position which becomes vacant more than once in a school year will only be available for
transfer.

5.8

Vacancies will be advertised in e~mployment with links to school websites for additional
information.

5.9

Applicants will have at least seven days, including two weekends, to submit their applications
and preference list, if applying for multiple positions.

5.10 If a vacancy does not attract any applicants, the vacancy will be filled using the processes
outlined in Section 6 of these guidelines Filling school leader positions through a
school/section -based open selection process.
5.11 Selection committees will complete the consideration and ranking of applications within three
weeks of the closing date of the advertisement.
5.12 The Directorate and the AEU will negotiate changes to this timeline as necessary.

Applications and preferences

5.13 School leaders who have been advised that they must apply for transfer in accordance with
subclause S2.5 of the enterprise agreement, or who are applying prior to the end of their
placement period in accordance with subclause S3.5, will complete a separate application for
each vacancy and a preference list, if applying for multiple vacancies which are currently
available for filling.
5.14 The application should include a current curriculum vitae, a brief supporting statement of up
to two pages in length and details of referees. The supporting statement should address the
job description and the current school leader capabilities, as outlined in the advertisement,
and refer to relevant skills and experience.
5.15 The applicant preference list will not be made available to selection committees. The list will
be used by the Director-General, or delegate, in managing the announcement of selection
outcomes.

School leader selection committees

5.16 All members of the school leader selection committee must have completed the agreed
selection committee training agreed between the Directorate and the AEU (currently the
endorsed school leader selection committee training).
5.17 A school-based selection committee for a School Leader A vacancy comprises four members
unless otherwise determined by the Director-General, following consultation with the AEU.
The selection committee chair will be appointed by the Director-General or delegate. The
other members will include at least two substantive officers at School Leader A and a school
community representative nominated by the school board. One of the School Leader A
members will be nominated by the AEU, with the nomination signed-off by the AEU office.
The two School Leader A members must be from different school networks.

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5.18 An office-based selection committee for a School Leader A vacancy comprises three members
unless otherwise determined by the Director-General, following consultation with the AEU.
The selection committee chair will be appointed by the Director-General or delegate. The
other members will include at least two substantive officers at School Leader A. One of the
School Leader A members will be nominated by the AEU, with the nomination signed-off by
the AEU office. The two School Leader A members must be school-based and from different
school networks.
5.19 A school-based selection committee for a School Leader B or C vacancy comprises three
members unless otherwise determined by the Director-General, following consultation with
the AEU. The selection committee chair will be appointed by the Director-General or delegate.
The other members will include at least two substantive school leaders, at least one of whom
must be at a classification higher than the level of the vacancy. One of the school leader
members will be nominated by the AEU, with the nomination signed-off by the AEU office. At
least one of the school leader members must be from another school and not have worked at
the school with the vacancy within the previous 12 months.
5.20 An office-based selection committee for a School Leader B or C vacancy comprises three
members unless otherwise determined by the Director-General, following consultation with
the AEU. The selection committee chair will be appointed by the Director-General or delegate.
The other members will include at least two substantive school leaders, at least one of whom
must be at a classification higher than the level of the vacancy. One of the school leader
members will be nominated by the AEU, with the nomination signed-off by the AEU office.
The school leader members must be from different schools and not have worked in the office
area with the vacancy within the previous 12 months.
5.21 The selection committee chair must be substantively at a classification higher than that of the
vacancy.
5.22 All teacher classified members of a school leader selection committee must be substantively
at or above the teacher classification of the vacancy.
5.23 The selection committee membership should have a gender mix and there should not be
more males than females.
5.24 The selection committee chair may seek advice from People and Performance on the selection
process.

Assessing and ranking of applicants

5.25 The selection committee chair will be provided with applications for vacancies. The committee
will assess the suitability of applicants and provide a recommendation including a ranking of
application for consideration by the Director-General or delegate.
5.26 If there is only one applicant, the assessment of the applicant may be determined by the
principal or school network leader on the application alone. Otherwise, the principal or school
network leader must convene a selection committee and conduct interviews and seek referee
statements to determine the ranking of applicants.
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5.27 For School Leader A vacancies, school network leaders or the Director Office for Schools must
confirm assessments where no applicant is assessed as suitable.
5.28 As soon as practicable after the close of applications, principals will be advised of vacancies
which have not attracted any applications.
5.29 The delegate for school leader selection processes will confirm an applicants preference list
prior to determining the outcome of the selection.
a)
A direct matching of applicant first preference with selection committee first ranking
will result in confirmation of placement for the school leader.
b) The matching process will continue until each vacancy shows the highest rank
applicant preference and the highest selection committee ranking.
c)
Any vacancy that results in the matching of an applicant preference with the selection
committee ranking will result in confirmation of placement of the school leader.
5.30 School leaders who applied for a transfer prior to the end of their agreed placement period
and who have exhausted their list of preferences without a successful match will continue in
their current agreed placement.
5.31 The Director-General or delegate will inform the successful applicant of the outcome of the
selection process.
5.32 The selection committee chair will have the responsibility for informing unsuccessful
applicants of the outcome and providing feedback, if requested.
5.33 Unfilled vacancies from this process will be managed by schools using Section 6 of these
guidelines Procedures for filling school leader positions through school-based open selection
procedures.
5.34 School leaders who must apply for transfer are required to continue applying for suitable
advertised vacancies until they are placed.
5.35 School leaders who have been advised by their principal or school network leader that they
must apply for transfer remain a staff member of their original school until a placement is
confirmed.
5.36 Where school leader who must apply for transfer is not placed by the end of a school year, a
system placement using Section 3 of these guidelines System placement of school leaders will
be considered.

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6.

Filling school leader positions through school-based open

selection process

6.1. This process applies to

6.1.1.all school leader A vacancies
6.1.2.immediate vacancies and expected vacancies, following a school-based transfer
process, Section 5 of this document.
6.2.

Such vacancies may be used by the system to meet placement obligations.

6.3.

Current employees (permanent, temporary and casual) are eligible to apply for vacancies
advertised through this process.

Approved selection processes

6.4.

Advertising
a)
The principal (school network leader) prepares the position documentation for the
vacant position, completes the Request to Advertise form and forwards it to
det.employment, who will arrange for Shared Services to advertise the vacancy on the
jobsACT website and in the press, if required.
b) The school will also advertise the vacancy on the schools website and on the teacher
recruitment website Teachers on the net.
c)
Generally School Leader A vacancies will be advertised in the press (local or national).
Press advertising of School Leader B and C vacancies will only occur at the principals
request.

6.5.

Applications
a)
An information pack, including application forms and information on the application
process, will be available on the schools website, to which a link will be provided from
jobsACT and Teachers on the net.
b) The information pack includes advice to applicants on completing and submitting the
online application pro forma.

School leader selection committees

6.6.

All members of the school leader selection committee must have completed the agreed
selection committee training agreed between the Directorate and the AEU (currently the
endorsed school leader selection committee training).

6.7. A school-based selection committee for a School Leader A vacancy comprises four members,
unless otherwise determined by the Director-General following consultation with the AEU. The
selection committee chair will be appointed by the Director-General or delegate. The other
members will include at least two substantive officers at School Leader A and a school
community representative nominated by the School Board. One of the School Leader A
members will be nominated by the AEU, with the nomination signed-off by the AEU office. The
two School Leader A members must be from different school networks.
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6.8. An office-based selection committee for a School Leader A vacancy comprises three members,
unless otherwise determined by the Director-General following consultation with the AEU. The
selection committee chair will be appointed by the Director-General or delegate. The other
members will include at least two substantive officers at School Leader A. One of the school
leader members will be nominated by the AEU, with the nomination signed-off by the AEU
office. The two School Leader A members must be school-based and from different school
networks.
6.9. A school-based selection committee for a School Leader B or C vacancy comprises three
members unless otherwise determined by the Director-General, following consultation with
the AEU. The selection committee chair will be appointed by the Director-General or delegate.
The other members will include at least two substantive school leaders, at least one of whom
must be at a classification higher than the level of the vacancy. One of the school leader
members will be nominated by the AEU, with the nomination signed-off by the AEU office. At
least one of the school leader members must be from another school and not have worked at
the school with the vacancy within the previous 12 months.
6.10. An office-based selection committee for a School Leader B or C vacancy comprises three
members unless otherwise determined by the Director-General, following consultation with
the AEU. The selection committee chair will be appointed by the Director-General or delegate.
The other members will include at least two substantive school leaders, at least one of whom
must be at a classification higher than the level of the vacancy. One of the school leader
members will be nominated by the AEU, with the nomination signed-off by the AEU office. The
school leader members must be from different schools and not have worked in the office area
with the vacancy within the previous 12 months.
6.11. The selection committee chair must be substantively at a classification higher than that of the
vacancy.
6.12. All teacher classified members of a school leader selection committee must be substantively at
or above the teacher classification of the vacancy.
6.13. The selection committee membership should have a gender mix and there should not be more
males than females.
6.14. The selection committee chair may seek advice from People and Performance on the selection
process.

Assessing and ranking of applicants

6.15. The selection process
a)
The school-based selection committee will consider the relative merit of all applicants
and establish a rank (merit) order for the applicants considered suitable for the
position.
b) The committee will use the standard selection techniques of short listing, interviewing
and refereeing, not necessarily in this order, to determine a list of suitable applicants.
These standard selection techniques may be supplemented by other assessment
techniques that the selection committee considers necessary.
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c)
d)

e)

Signed referee reports must be sought.

The selection committee must keep a record of the selection process and prepare a
recommendation to the delegate. A support pack, including templates and a checklist
is provided to assist the selection committee. Records of the selection process must be
forwarded to People and Performance.
The employment of a scribe is not required to prepare the selection committee report.
Committees may wish to seek administrative assistance from within the school, if this
is necessary.

6.16. Selection outcome

a)
The outcome of a selection process may be an offer of appointment with initial
placement at the school, a transfer (with placement in accordance with Section S of
the enterprise agreement), or a promotion (with placement in accordance with
Section S of the enterprise agreement).
b) A permanent or temporary teacher who applies and is successful will move to the new
school following negotiation with the teachers current principal or school network
leader. It is expected that the commencement date would normally be the
commencement of the school term following announcement of the selection outcome
unless an earlier start date is agreed. Issues concerning commencement of placement
will be referred to Office for Schools in the first instance.
6.17. The delegate
a)
The delegate is responsible for:
determining the outcome of the selection process;
notifying the successful applicant of the selection outcome;
advising the selection committee chair to proceed with the offer of employment
and notify other ranked applicants of the selection outcome; and
ensuring the records of the selection process are forwarded to People and
Performance.
b) If the principal was not a member of the selection committee, the principal will be the
delegate. As delegate, the principal may request advice from People and Performance
prior to making an offer of employment or transfer.
c)
If the principal was a member of the selection committee, the selection committee
report will be referred to the Director-General or delegate for delegate sign-off.
Following acceptance of the offer of employment or transfer, the panel chair will
complete the required documentation and forward it to People and Performance to
complete the formal advice to the successful applicant.
6.18. Feedback
a)
Applicants who are short listed out of the process or not included in the final ranked
order should be advised, in writing, during the selection process. This is the full extent
of the feedback available to these applicants.
b) Ranked applicants will be advised of the outcome both verbally and in writing. The
written feedback will include the selection committees individual assessment of the
applicant and the signed referee report. No other documentation from the selection
process will be provided.
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c)

If requested, the selection committee chair will provide feedback to ranked applicants.
Unless there are exceptional circumstances, ranked applicants must request feedback
within one month of notification of the selection outcome. Feedback is restricted to
information included in the selection committee report.

6.19. If the outcome of the selection process creates a consequential vacancy in another school, the
principal may elect to fill the vacancy using approved selection processes outlined in Section 5
of these guidelines Filling substantive school leader positions through a school-based transfer
process

7.

Review procedures

7.1. A review may be requested in relation to the selection procedures only.

7.2. There is no review of outcomes except where the selection process has been assessed as
flawed.
7.3. A request for review of selection process should be made to the Director-General or delegate as
soon as the issue of concern arises.

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