Page 2406 - Week 07 - Thursday, 17 August 2006
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(4) What are the possible consequences for the teacher breaking the Teacher’s Code of Conduct;
(5) How many reports have there been of staff bullying in the education system in (a) 2002-03, (b) 2003-04 and (c) 2004-05;
(6) How many mediations were conducted as a result of the reports outlined in part (5) in (a) 2002-03, (b) 2003-04 and (c) 2004-05;
(7) What efforts are made to have an independent person mediate the situation;
(8) How many education staff have been reprimanded or dismissed as a result of substantiated complaints regarding bullying in (a) 2002-03, (b) 2003-04 and (c) 2004-05;
(9) Are substantiated reports of bullying kept on a staff person’s record and are they normally considered during interviews for other positions within the Department of Education and Training;
(10) When was the last time the student management policy was reviewed and updated.
Mr Barr: The answer to the member’s question is as follows:
(1) The Department manages situations involving behaviours that could be considered ‘bullying’ through various mechanisms depending on the nature of each situation. Some matters are resolved at a local level, other matters are resolved by accessing the Department’s Staff Equity Contact Officers (SECO) and/or Employee Assistance Program (EAP), and other matters are referred for a more formal investigation and resolution.
(2) Section 9 of the Public Sector Management Act 1994 outlines the general obligations of public employees. It requires staff to treat members of the public and other employees with courtesy and sensitivity to their rights and duties and in all performance of their duties to exercise reasonable care and skill.
(3) Disciplinary actions that may be taken in response to proven breaches of the code of conduct include:
• counselling
• a written admonishment
• a financial penalty
• transfer to other duties (at or below current salary)
• reduction in incremental point
• a temporary or permanent reduction in classification/salary
• termination of employment.
These outcomes may be in addition to any penalty imposed by a court for a breach of legislative provisions.
(4) The Teachers’ Code of Professional Practice is a document that clarifies professional expectations, provides guidance to teachers on appropriate responses to different situations and assists school leaders to advise their staff. It is structured to contextualise Section 9 of the Public Sector Management Act 1994 specifically for our teaching
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