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Enterprise Bargaining Agreement Update

Following sustained advocacy by the APF negotiating team, the current offer now includes several significant outcomes for our members and Principal Class employees. These outcomes reflect the strength, persistence and professionalism of the Australian Principal Federation’s advocacy throughout this process.

 

I would like to sincerely acknowledge and thank the negotiating team — Michael Jones, Wendy Powson, Aaron Smith and previously Tina King — for the enormous body of work undertaken across the development of the Log of Claims and the ongoing strategic negotiations with the Department. Their commitment, expertise and sustained advocacy over many months have ensured that the voice of Principal Class employees has remained firmly at the centre of discussions.

 

Enterprise bargaining is never a short or straightforward process. It requires discipline, persistence, detailed analysis and an unwavering focus on member outcomes. The work undertaken by the team behind the scenes has been substantial, and members should be confident that every aspect of the negotiations has been pursued with diligence and a clear focus on achieving meaningful improvements for the Principal Class.

 

Key highlights for APF members include:

  • A proposal allowing Principals to progress to the next classification range following the successful completion of a five-year contract. This represents a significant reform proposal connected to loyalty, retention and recognition, and would provide another substantial salary uplift opportunity for eligible principals.
  • A compounded salary increase of 28.3% across the life of the Agreement
    • equating to an average increase of approximately $55,000 for Principals and $46,000 for Assistant Principals. This increase includes a significant increase in the first year of the agreement.
  • A new camps payment for Principals and Assistant Principals
    • representing the first formal recognition of time in lieu connected to attendance at school camps. Whilst not the full allocation the APF argued for, it is an important and positive first step.
  • The introduction of a new Range 7 principal classification
    • recognising the complexity and scale of leadership in our largest schools. Something the APF has been advocating for a number of years and in our log of claims from 2024.
  • Continued funding for the Principal Health and Wellbeing Initiative
    • an important commitment given the increasing pressures on school leaders.
  • The establishment of a new central Principal consultation committee process involving principal representatives, unions and the Department of Education.

 

Whilst there is still work to be done, these outcomes represent significant progress and reflect the strength of member advocacy throughout negotiations.

 

The APF negotiating team is still meeting regularly with tehe Department and remains committed to securing meaningful outcomes that properly recognise the work, complexity and leadership of the Principal Class.

Next Steps

A lot of members have been asking around the next steps of the process.

 

Once the Department has reached in-principle agreement with the negotiating parties, 

under the Fair Work Act a ballot of all employees will occur. This is likely to be early next term.

 

The Department will circulate information to Principals informing them of the formal information and approval process, as we can all appreciate an organisation the size of the Department is complex and requires the assistance and cooperation of the principal of each school to ensure that the process is undertaken properly.

 

It is likely that Principals will be required to: (Based on the 2022 process)

  • Access and follow the Department guidelines for the Approval Process
  • Contact employees on leave in relation to the Proposed Agreement and provide them with relevant information
  • Schedule a staff meeting, during the voting period, that is at a time that maximises the opportunity for staff to attend (and, if necessary, facilitate alternative arrangements for employees who cannot attend the meeting to cast their vote).
  • Notify the department of the ballot outcome