Looking for a Principal vacancy? Please go to www.jobs.wa.gov.au to locate current Principal vacancies.

Resources

• Jobswa User Guide for Applicants
• Helpful hints for writing your CV and covering letter

Frequently Asked Questions

These FAQs have been developed in response to commonly asked questions from applicants about the new recruitment and selection process and how to apply.

If you have a question that is not answered below, please email your enquiry to DETPrincipalRecruitment@det.wa.edu.au.

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Principal Recruitment Process

• Why change the principal promotional process?
• What changes have been made to the principal promotional process?
• How will the process combat cronyism and ensure a transparent, merit-based selection process?
• How will this process provide a career pathway?

 

Why change the principal promotional process?

Consistent with the Director General’s Classroom First Strategy, as well as input from the local community and principals, this change supports the efficient selection and appointment of the most suitable and available person. The revised approach is simpler for applicants and panels, encourages local input and aligns more appropriately to the Public Sector Standards in Human Resource Management.

What changes have been made to the principal promotional process?

The main changes are:

• each vacancy will have its own selection process conducted at the local level;
• the competitiveness of the field will be broadened by advertising nationally and internationally in some cases;
• the suspension of the 5 year tenure;
• the abolition of the 18 month rule that previously applied before application for a different position could be made;
• an opportunity to increase school community involvement in the selection process;
• the introduction of streamlined redeployment and application processes;
• the use of Recruitment Advertising and Management System (RAMS) to reduce the workload for panels and applicants; and
• the conduct of local selection processes chaired by the Director Schools.

How will the process combat cronyism and ensure a transparent, merit-based selection process?

The panel chair has the responsibility to ensure that the process is open, competitive and free of bias, unlawful discrimination, nepotism or patronage. The intent of the revised process is to select the best available candidate and requires that all documentation relating to applicants, short listing outcomes and selection is accessible through ETSSC for quality assurance and audit purposes.

How will this process provide a career pathway?

As with past procedures, the new process requires every employee to take responsibility for his or her own personal professional career progression. Opportunities are made available through the ongoing advertising of available positions.

 

Applying for a vacancy

• How do I find out about vacancies?
• What are the application requirements?
• Must I be registered with WACOT?
• What happens if I have a Working with Children or Criminal Clearance obtained outside of WA?
• If I am applying for two or more positions do I have to submit an application for each advertised position?
• Do I still need to provide multiple copies of my application?
• How can I find out how my application is progressing?
• My school has been reclassified - will I be allocated a school or do I have to apply for a school?

 

How do I find out about vacancies?

All vacancies will be advertised on the WA Government Job Board at www.jobs.wa.gov.au. It is a good idea to review these regularly to remain aware of available advertised positions.

There is also the function within Jobs WA to create a job alert, so that vacancies can be emailed to you as they are advertised. For information on how to set up a job alert, please refer to the JobsWA User Guide for Applicants.

What are the application requirements?

You will now be required to apply for the vacancy online, through JobsWA. This online process has been developed to make applying easier and more efficient. All that is required is a current Curriculum Vitae (CV) and a short covering letter in which you demonstrate your knowledge, skills and experience specific to the position. You will also be able to attach copies of your qualifications and relevant documents. Please note that there is a maximum file size limit of 2mb per attachment.

For details on using JobsWA to apply, please refer to the JobsWA User Guide for Applicants.

Must I be registered with WACOT?

Yes, applicants for principal positions must be registered, or eligible for registration with the Western Australian College of Teaching (WACOT).

With respect to eligibility for WACOT registration, WACOT has mutual recognition in place with New Zealand and all states and territories of Australia, with the exception of the Australian Capital Territory (ACT) and New South Wales. However, New South Wales teachers who hold a three or four year qualification and have substantial teaching experience will be considered for registration. Candidates who are not currently holding a WACOT registration can request a preliminary assessment of eligibility.

To ensure a process is not held up after a selection is made, candidates from the ACT and NSW will be required to check their eligibility prior to making application. This condition also applies to overseas candidates.

What happens if I have a Working with Children or Criminal Clearance obtained outside of WA?

If WWC and Criminal Clearance checks have been obtained by interstate or overseas candidates, both these checks are valid for a period of three years from date of issue.

If I am applying for two or more positions do I have to submit an application for each advertised position?

Yes. However, there is capacity in www.jobs.wa.gov.au to store your CV and covering letter and submit for each process you apply for. Updates to information can be added at any time prior to the closing date of an advertised position.

Do I still need to provide multiple copies of my application?

No. The move to submitting your application on-line has eliminated the need for multiple copies of your CV and covering letter.

How can I find out how my application is progressing?

All recruitment processes are run independently and each has their own timeline. The contact person, as advised in the advertisement, will be able to give you an indication of how the recruitment process is progressing.

My school has been reclassified - will I be allocated a school or do I have to apply for a school?

If you are displaced, you will be considered a redeployee. Whist the terminology has changed our obligations to you as your employer have not. Please refer to the redeployee policy for further information.

Regional and remote Prinicpals

• What are the benefits of seeking promotion and being selected for a position in the country?
• What about the principals in remotes and our right of return?
• Will there be compensation for country principals to attend interviews?

 

What are the benefits of seeking promotion and being selected for a position in the country?

The new system has been designed to open opportunities for all teachers and principals aspiring to promotion. Many principals acknowledge their country service and value the time spent in a rural or remote school whilst developing skills as a school leader.

What about the principals in remotes and our right of return?

Our obligations under the applicable Industrial Agreement will be honoured.

Will there be compensation for country principals to attend interviews?

The ability to conduct an interview via teleconference and/or video link are options available to panel chairs and applicants. As has always been the case, travel and/or accommodation costs rest with the individual. Reasonable time is available for staff to attend interviews.

Selection panel

• Who will make up the selection panel?

 

Who will make up the selection panel?

The Director Schools is responsible for establishing the selection panel. The selection panel will have at least three people, which includes the Director Schools as line manager, as well as two other members. These members will include an independent person who may be from another district/ section/branch/division, or from another public sector agency; a person from outside the public sector, eg a school council member; or an external recruitment consultant.