Policy relating to the transfer or other movement of a staff member to other duties in an agency or to

other duties in another agency"

Transfer and Promotion - Teaching

Service
Ongoing employees have the opportunity to transfer or promote within the teaching
service. This includes movement within and across the different classes (principal class, teacher
class and education support class). To view transfer or promotion opportunities online go to
Recruitment Online.

Promotion is defined as the permanent movement of an ongoing employee from one position to
another position in the teaching service with a higher attainable maximum salary than the
employee’s substantive position.

Transfer is defined as the permanent movement of an ongoing employee from one position to
another position in the teaching service with the same or lower attainable maximum salary than
the employee’s substantive position.

An ongoing employee who is the successful applicant for an ongoing or tenured position (e.g.
leading teacher, learning specialist or principal class) will be permanently transferred or
promoted to that position. An employee who is transferred or promoted to a tenured position
will be subject to the applicable tenure renewal policy. Transfer to a position at a lower
classification level and/or salary/remuneration range can only occur with the employee’s
consent. Where consent is given the employee will be permanently transferred to the lower
classification level and/or salary/remuneration range. Salary/remuneration on transfer to the
lower level/range will be determined in accordance with the Department’s remuneration policy
(see Remuneration-Teaching Service under Related Topics below). Where consent is not given,
the transfer of the employee will not proceed.

An ongoing employee who is the successful applicant for a fixed term position of more than
twelve months (or in the case of a parental absence replacement where the replacement continues
beyond twelve months) will be permanently transferred to that school. If the position is at the
same level the employee will be paid their substantive salary. If the position is at a higher level
the employee will be paid a higher duties allowance. If the position is at a lower level the
transfer can only occur where the employee consents to reduce their substantive level to the level
of the fixed term position. Where consent is given the employee will be permanently transferred
and paid at the lower level. Where consent is not given, the transfer of the employee will not
proceed.

Temporary transfer
An ongoing employee who is the successful applicant for an advertised fixed term position of 12
months or less will be temporarily transferred to that position subject to the release being
negotiated to reflect the needs of both schools and the employee. Their release should not be
unreasonably refused. Where the principal of the base school does not agree to release the
employee, the employee may lodge an application for a personal grievance with the Merit
Protection Boards.

If the fixed term position is at a higher level the employee will be paid a higher duties allowance
for the fixed term period. If the fixed term position is at the same level the employee will be
paid their substantive salary. If the fixed term position is at a lower level there is no capacity to
temporarily reduce an employee’s substantive level. Temporary transfer to a lower level position
can only occur where the employee consents to reduce their substantive level to the level of the
fixed term position. In this case the employee will resume at the base school at the lower
substantive level.

An ongoing employee currently on leave without pay who is selected for a fixed term position
can only take up that position at the expiration of the period of leave or earlier with the approval
of the base school principal. In this case consultation between the two principals and the
employee involved should occur to ensure that the implications of the temporary transfer are
clear. Where approval for an early resumption is given the leave without pay will cease and the
employee will be temporarily transferred to the position. At the conclusion of the temporary
 transfer the employee will resume at their base school. Information about resuming on a
temporary basis from parental absence is available at: Parental Absence.

Teaching Service | Public Service

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