Eastern Metropolitan Region Instrumental Music Teacher INDUCTION GUIDE

Transcription

1 Eastern Metropolitan Region Instrumental Music Teacher INDUCTION GUIDE January 2009 Compiled by EMR Instrumental Music Coordinator

2 INDEX Welcome! 3 Secondary Schools In The Eastern Region 3 EMR Music Coordinators schools for Funding for IMT s 5 Secondary Schools 5 Primary schools 5 Historical information 5 Employment conditions 5 Base school 5 Other Schools (non base school) 6 Salary rates from January Salary progression 6 Casual local payroll employees 6 Paraprofessionals (formerly known as instructors) 7 Holiday pay 7 Superannuation 7 Special payments 7 Ongoing vs fixed term (contract) 7 Leave 8 Long service leave 8 Family leave 8 Leave without pay 8 Teacher resources 8 TO number 8 account with Edumail 8 Notebooks program 8 Salary packaging 9 VIT 9 Travel claims 9 Curriculum 9 Assessment and Reporting 10 Annual Performance Review 10 Hours of attendance and teaching load 10 Hours of attendance 10 Face to face teaching 11 Other duties 11 Noise 11 The EMR Instrumental Music Coordinators 12 School music program development 12 Professional development 12 Regional Youth Concert & student workshops 12 Music Technology 12 Contacting the EMR Instrumental Music Coordinators 12 Links 13

3 Welcome! You are now part of the community of several hundred instrumental music teachers (IMT s) teaching in the Eastern Metropolitan Region (EMR). The region covers an area incorporating the local government areas of Boroondara, Knox, Manningham, Maroondah, Monash, Whitehorse and Yarra Ranges. All secondary schools in the EMR have both classroom and instrumental music programs. The largest instrumental music program in the region has over 350 instrumental music students and the smallest has 10. Within this range are a huge variety of vibrant programs that include contemporary rock programs, symphony orchestras, stage bands, choirs, VCE Solo and Group Performance, VET music, and everything in between. The Eastern Metropolitan Region Secondary Schools In The Eastern Region Ashwood SC Ashwood Balwyn HS Balwyn North Bayswater SC Bayswater Blackburn HS Blackburn Boronia Heights College Boronia Box Hill HS Box Hill Box Hill Senior SC Box Hill North Brentwood SC Glen Waverley Camberwell HS Canterbury Canterbury Girls' SC Canterbury Croydon Community School Croydon Croydon SC Croydon Doncaster SC Doncaster East Doncaster SC Doncaster East Emerald SC Emerald Fairhills HS Knoxfield Forest Hill College East Burwood Glen Waverley SC Glen Waverley Hawthorn SC Hawthorn East Healesville HS Healesville Heathmont College Heathmont Highvale SC Glen Waverley Kew HS Kew East Koonung SC Box Hill North Lilydale Heights College Lilydale HS Maroondah SC Monbulk College Mooroolbark College Mount Waverley SC Mullauna College Norwood SC Parkwood SC Pembroke SC Ringwood SC Rowville SC Scoresby SC Sherbrooke Community School South Oakleigh SC Swinburne Senior SC Templestowe College Upper Yarra SC Upwey HS Vermont SC Wantirna College Warrandyte HS Wellington SC Wheelers Hill SC Lilydale Lilydale Croydon Monbulk Mooroolbark Mount Waverley Mitcham Ringwood Ringwood North Mooroolbark Ringwood Rowville Scoresby Sassafras South Oakleigh Hawthorn Lwr Templestowe Yarra Junction Upwey Vermont Wantirna Warrandyte Mulgrave Wheelers Hill

4 EMR Music Coordinators schools for 2009 If you have a query relating to a particular school, please contact the relevant coordinator as listed below: Ashwood SC Balwyn HS Bayswater SC Blackburn HS Boronia Heights College Box Hill HS Box Hill Senior SC Brentwood SC Camberwell HS Canterbury Girls' SC Croydon Community School Croydon SC Doncaster SC East Doncaster SC Emerald SC Fairhills HS Forest Hill College Glen Waverley SC Hawthorn SC Healesville HS Heathmont College Highvale SC Kew HS Koonung SC Lilydale Heights College Lilydale HS Maroondah SC Monbulk College Mooroolbark College Mount Waverley SC Mullauna College Norwood SC Parkwood SC Pembroke Secondary College Ringwood SC Rowville SC Scoresby SC Sherbrooke Community School South Oakleigh SC Swinburne Senior SC Templestowe College Upper Yarra SC Upwey HS Vermont SC Wantirna College Warrandyte HS Wellington SC Wheelers Hill SC

5 Funding for IMT s Secondary Schools The Department of Education allocates just under $4 million per year to the EMR for the purposes of instrumental music teaching. That money is in turn allocated to secondary schools across the EMR using a distribution model that has been developed in consultation with school principals and music coordinators. The model reflects the different resources required to teach different instruments at varying levels. The main (but not the only) factors used to determine the funding allocated to schools each year are: The total number of instrumental music students in the music program 1 The instrument type of each student The year level of each student The proportion of those students undertaking VCE music studies. To supplement the funding provided by the Department of Education, most schools in the EMR use locally raised funds from a variety of sources, including levies and school council grants. This allows schools to employ additional teachers to meet their music program s needs. Primary schools There are 194 primary schools in the EMR. The Department of Education does not fund instrumental music programs in primary schools, however many have developed their own programs through locally raised funds. Historical information Historically, IMT s were employed and allocated by the region, and could be moved from school to school at the end of the year based on needs across the region. The Department of Education allocated an amount of teaching time (in days, according to instrument type) to each school. Now, schools are allocated a dollar amount (see above), with which they employ their own IMT s. The IMT s are solely the responsibility of the individual school/s. Employment conditions There is often confusion surrounding the responsibilities, duties and rights of IMT s, however you are under the same umbrella as all other teachers. There is no separate agreement. Teachers are now employed under the Victorian Government Schools Agreement Base school The first school to employ you on central payroll automatically becomes your base school. Your base school is responsible for: Provision of administrative support for IMT s including salary Provision of access to school computer network and printing Provision of notebook computer (upon application by the IMT) Provision of a pigeonhole, desk/storage space Distribution of DEECD memos and the Education Times (fortnightly education newspaper) Administration of leave 1 An instrumental music student must participate in a regular performing ensemble in order to be counted for funding purposes.

6 Administration of Annual Performance Reviews. This is to be conducted in collaboration with other DEECD schools in which the IMT works. Organising a National Criminal History Record (police) check - $25. Recording any sick days or absences. Records of other schools where you work and on what days. Approving appropriate travel claims Keys to relevant rooms Facilitating the teacher s participation in professional development Other Schools (non-base school) Should: Provide a clean, bright teaching space appropriate for teaching instrumental music Provide IMTs with a pigeonhole and keys Inform the Base School of any absences Arrange a replacement for their school when a teacher is granted leave (see Leave ) Facilitate participation in professional development activities An annual interview (not a review) is an opportunity for principals to show an interest in IMTs and their work. Salary rates from January 2009 Graduate G 2 $54,070 G 1 $52,571 Accomplished A 5 $64,000 A 4 $62,227 A 3 $60,502 A 2 $58,825 A 1 $57,195 Expert E 4 $77,546 E 3 $70,479 Salary progression E 2 $68,360 E 1 $66,304 Paraprofessionals P 1 6 $54,070 P 1 5 $50,773 P 1 4 $47,476 P 1 3 $44,180 P 1 2 $40,882 P 1 1 $37,585 Leading Teacher LT 3 $84,767 LT 2 $82,417 LT 1 $80,13 Salary progression for teachers is not automatic. The performance of a teacher is assessed annually based on achievement against departmental criteria appropriate to each classification level. Salary progression is linked to achievement against the applicable professional standards and the use of relevant data. Teachers must demonstrate that all the relevant standards have been met to receive salary progression. From 2009 the salary progression cycle will be common to all teachers commencing on 1 May each year and concluding on 30 April in the following year. A performance assessment will be undertaken at the end of each salary progression cycle. Casual local payroll employees The employment of IMT s casually on local payroll is to be discouraged, as it disadvantages the IMT in a number of ways. All IMT s are entitled to be employed on central payroll and receive one fortnightly payment, regardless of the number of schools in which the teacher is employed.

7 Paraprofessionals (formerly known as instructors) Where a fully qualified teacher cannot be found for a position, an unqualified teacher may be employed. These teachers are classified as paraprofessionals (prior to the new teaching agreement they were termed instructors ). Paraprofessionals may be employed for a fixed term of up to five years. Unless the Victorian Institute of Teaching has determined otherwise a paraprofessional with permission to teach must be under the general supervision of a registered teacher. Holiday pay Teachers are entitled to twenty days recreation leave each calendar year, which is taken during school vacation periods. Teachers accrue recreation leave at the rate of 1⅔ days for each completed month of employment. Teachers who have not worked a complete year receive a pro-rata entitlement calculated at the rate of 1⅔ days per completed month of service. The end date of employment for a teacher employed on a fixed term basis for less than a complete school term is extended by 1⅔ days for each completed month of employment. Part time teachers are entitled to recreation leave on a pro-rata basis calculated according to the time fraction worked. Superannuation All teachers, including IMT s, should receive superannuation payments, providing they earn more than $450 per month from their employer. The minimum level of superannuation cover under the Superannuation Guarantee, expressed as a percentage of an employee's gross salary is 9%. Special payments A special payment may be paid to any teacher for the purpose of undertaking a designated task additional to the responsibilities that can be required of the staff member at their respective classification level and salary range. Special payments are flexible in amount and tenure. They may range between $500 and $6,000 per task or per annum. Special payments can be granted for periods of between three months and two years. In music departments, special payments are typically paid for positions such as music program coordination, ensemble direction and musical production direction. Ongoing vs fixed term (contract) The Department of Education is committed to the standard mode of employment in schools being ongoing. The only occasions when a teacher should not be employed ongoing are: if they are replacing an ongoing teacher (eg family leave) when the employer has good reason to believe that an excess staff situation will arise predicted school (or music program) enrolment decline if the teacher is a paraprofessional (see paraprofessional section). On first employment in an ongoing position it is expected that a person will be subject to a period of probation (normally 12 months).

8 Leave All leave is approved and managed by the base school principal, in collaboration with affected school principals. Base school principals should inform the regional coordinators and all relevant principals of any impending leave. Each school is responsible for arranging the appropriate replacement IMT and notifying the IM coordinators when finalised. Long service leave A staff member is entitled to the equivalent of three calendar months after ten years of full time eligible service, and one and a half calendar months for each five years of full time eligible service thereafter. A staff member may however, via application to their principal, access entitlement on a pro-rata basis after seven years of eligible service. Payment in lieu of this pro rata entitlement will also be paid on termination of employment. Part-time staff members accrue leave on the same basis as full time staff members, but receive a pro rata payment during the period of leave Family leave Up to seven years family leave may be taken (see Parental Absence). Leave without pay Leave without pay is available to employees (upon approval fro the principal) for a wide variety of reasons for periods of up to twelve months. Leave without pay in excess of twelve months may be approved or extended up to a maximum continuous period of three years if this is considered warranted. Teacher resources TO number This identifies you within the Department of Education. It is not the same as your VIT number. It is found on your payslip, and is used to log on to edumail and other Education Dept websites. account with Edumail Once you have been placed on central payroll you will be allocated a government account with Edumail. This account will automatically receive s from your base school, as well as general s sent to all Victorian teachers. The EMR music coordinators will also use this address unless you provide an alternative. You can also search for any other DEECD teacher s address within Edumail. Your school ICT coordinator can assist you with passwords etc. Notebooks program The Notebooks for Teachers and Principals Program (Notebooks Program) supports and encourages all teachers to integrate learning technologies into school classroom and administrative practices. In return for receiving a Notebook, recipients are expected to demonstrate a commitment to ongoing professional development in the use of Learning Technologies. Applications to join the Notebooks Program may be made at any time. Eligible staff without notebooks can be placed on the waiting list for spare, mid-lease notebooks that are no longer required by schools. See ICT Products and Services

9 Salary packaging In keeping with modern remuneration practices, Departmental staff have the discretion to determine the mix of salary and benefits (from the approved list) that will constitute their salary package. Participation in salary packaging is voluntary. Staff members who choose to participate may include up to 100 per cent of their remuneration as benefits within their package. For more information go to: Salary packaging Examples of items that can be included are: additional superannuation lease of an approved motor vehicle private health insurance mobile telephones notebook computers membership fees and subscriptions to professional associations VIT All teachers must be registered with the Victorian Institute of Teaching. Annual registration costs $66, with an additional fee of between $47 and $67 for the initial application. Teachers are registered under one of the following categories, depending on qualifications and experience: Full registration Provisional registration Permission to teach (non-qualified teachers) Travel claims IMT s are entitled to claim for use of a private vehicle from the EMR, only for travel between schools, campuses or annexes on any one day. All other teaching-related travel (eg. to a camp or instrument repairer) must be claimed from the relevant school. Travel related forms Curriculum Even though instrumental music does not have its own curriculum defined by the VCAA until VCE level, VELS can be interpreted and applied to instrumental music using the Arts Domain. Prep to Year 10 Victorian Essential Learning Standards (VELS) The Arts domain Victorian Certificate of Education (VCE) Vocational Education and Training (VET) Music Performance (Unit 1&2) Music Solo Performance (Unit 3&4) Music Group Performance (Unit 3&4) Music Styles (Units 1-4) Music Industry Cert II in Music Industry (Foundation) Cert III in Music Cert III in Music Industry (Tech Prod)

10 Assessment and Reporting Instrumental music is usually regarded as co-curricular in schools, in other words, an extension of the core curriculum. In most Eastern Region schools, it is assessed and reported on separately to classroom music as an elective subject, with requirements such as: Regular lesson attendance Satisfactory ensemble participation Attendance at performances Technical work development Solo performance development Schools use a variety of reporting software such as Markbook, often using comment databases to speed the writing process. Occasionally schools grapple with the concept of compulsory ensembles in an elective subject, concerned that students may decline to enrol if they don t want to participate in ensembles. However, it should be noted that: students elect the subject based on an understanding of the requirements at the outset the music program as a whole benefits from strong ensembles once established, ensembles develop a following from interested students, incentive for new students to join up and a positive culture within the program. it is educationally sound to implement compulsory ensembles as the musical skills developed can t be learnt effectively any other way. Annual Performance Review All Victorian teachers are required to undertake an annual performance review. Teachers have a significant role in developing and implementing the most effective teaching and learning strategies in their classrooms and striving for consistent, high quality classroom teaching which will deliver improvements in student learning and directly impact on the achievement of Government education targets. Salary progression for teachers is not automatic (and is) linked to achievement against the applicable Professional Standards for Teachers. Teachers must demonstrate that all the relevant standards have been met to receive salary progression. Your base school principal should consult with any other schools (even if in another region) as part of the review process. Hours of attendance and teaching load Hours of attendance As for all teachers, ordinary hours of attendance for full-time IMT s are 38 hours a week. Unless otherwise agreed with the principal, teachers should be in attendance for a minimum of seven hours daily commencing no less than 10 minutes before the first period. Within the daily hours of attendance, teachers are entitled to a lunch period of not less than thirty minutes free from assigned duties.

11 Face-to-face teaching A teacher cannot be required to undertake face-to-face teaching that exceeds 20 hours per week (4 hours per day). Ensemble rehearsals should be included as part of the face-to-face teaching load 2. Principals should be aware of an IMT s teaching load in other schools. A teacher working in more than one school should not be disadvantaged in their work conditions when compared to a teacher based in only one school. This could result in a rotation system where a teacher directs an ensemble in one school for a year or two, then takes on that role at another school. Other duties In addition to face to face teaching, IMT s may be required to undertake a range of other duties consistent with their classification level. A teacher may be required to carry out other duties for up to one hour per week in addition to the attendance requirements, or 3 hours per week if not attending staff meetings. Other duties could consist of: Additional ensemble rehearsals Assisting with ensembles Arrangement of music Attendance at evening concerts Repair and maintenance of instruments Accompanying students Yard duty Noise Instrumental music has been identified as an area in schools where excessive noise levels may be found. The Department recommends that audiometric testing be undertaken on any employee prior to commencement of work in a known noise hazard area such as Instrumental Music, with subsequent testing every two years whilst the staff member remains in this environment. Music teaching rooms should be constructed using sound reduction techniques. According to the Australian Entertainment Industry Association and the Media Entertainment and Arts Alliance (2001), to preserve hearing, sound level exposure must not exceed 85 db(a) on average per eight hour day and should be kept below an average of 85 db(a) per eight hour day. Peak sound pressure levels must not exceed 140 db(lin). More information: 2 Historically this has not always been the case, however due to changes in the funding model, the curricular value, class sizes and administration time required to run ensembles, it is reasonable to expect them to be included in a teacher s allotment.

12 The EMR Instrumental Music Coordinators The EMR Instrumental Music Coordinators are practising IMT s themselves, who also administrate aspects of instrumental music across the region. The office will be staffed on Mondays to Thursdays in The coordinators are responsible for: School music program development Monitoring school music programs in the region including maintenance of databases of all instrumental music students, teachers and school music programs. Provision of mentoring, advice and assistance to teachers and school administration regarding development of music programs. Annual instrumental music program funding recommendations to the Regional Director Professional development Coordinating a range of professional development for music teachers including statewide music teacher conferences and regional teacher meetings. Regional Youth Concert & student workshops Production of the annual youth concert for music students across the region, staged at The Arts Centre, Hamer Hall. The concert is a showcase of music in EMR schools and features approximately 800 students each year in combined school ensembles and solos. EMR String Workshop 3 day workshop held annually in December VCE recording workshops audio recording opportunities for VCE Solo Performance students Various other student workshops are held from time to time e.g. jazz and contemporary voice. Music Technology Administration of the music technology program, which employs a specialist teacher one day per week to assist music teachers, students and schools across the EMR in all aspects of music technology. Contacting the EMR Instrumental Music Coordinators Monday to Thursday Telephone: Fax: Springfield Rd Mitcham VIC 3132 Music office Web: vanoosten.yolande.j@edumail.vic.gov.au williams.carl.c@edumail.vic.gov.au emr.music.m@edumail.vic.gov.au

13 Links ANATS - Aust National Assoc of Teachers of Singing Amuse - Association of Music Educators (Vic) APRA Australasian Performing Right Association AUSTA Australian String Teachers Association Australasian Double Reed Society Australian Association of Musical Instrument Makers Australian Band & Orchestra Directors Association (Vic) Australian Flute Society Clarinet and Saxophone Society of Victoria EMR Music Coordinators Dept of Education and Early Childhood Development International Assoc. for Jazz Education Australasia International Trombone Association International Tuba Euphonium Association Music. Play for Life campaign Piano Tuners Technicians Guild Victoria Recruitment online Victorian Curriculum & Assessment Authority Victorian Govt Schools Ref Guide Victorian Institute of Teaching Victorian Music Library Victorian Music Teachers Association