• 2013 Annual Report Banner
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    Human Resources and Administration

    General Overview

    The Human Resources (HR) and Administration Unit at the CEOM is responsible for the provision of best practice strategy, support and administrative processes to all staff of the CEOM in supporting Catholic education.

    In line with the 2015–19 Strategic Plan to achieve a high level of capability to lead and serve, HR and Administration will partner with CEOM management to deliver a diverse range of HR management processes to support the achievement of organisational goals.

    Recruitment and Selection Strategy

    The CEOM Human Resources team has developed a new end–to-end Recruitment and Selection strategy to be implemented in 2015, to ensure high-performing leaders across the organisation (Strategic Plan 2015–19). Using best practice methodologies, this program will ensure the recruitment and retention of quality staff in the right roles. In addition, this program will streamline all processes to ensure HR provides an efficient and effective service to the Office.

    HR Engagement Model

    In line with high-performing and learning organisations, HR introduced a new service level for all managers of the CEOM. This model was to provide each of the Office’s organisational units with an HR advisor for a key point of contact to provide HR advice and to assist with HR policy and process. This model was trialled with the regional offices in 2014 with great success and will be rolled out to all CEOM organisational units in 2015.

    Online Compliance Training.

    HR successfully developed and rolled out to all employees online compliance training. This training covered the areas of Workplace Bullying, Equal Employment Opportunity, Occupational Health and Safety, Sexual Harassment, Australian Privacy Law and Policy. This significant program ensures the organisation meets all of its legislative requirements and that all employees are aware and trained in issues they may encounter in the workplace. This training program has become part of every new employee’s induction program.

    Employee Assistance Program

    Human Resources organised the provision of an Employee Assistance Program (EAP_ provided through CatholicCare. ACCESS EAP provides voluntary, free and confidential counselling services to employees. These services include external, face-to-face, or telephone confidential counselling for personal or work-related issues, support and advice for team leaders, managers and executives in managing issues relating to their roles.

    eAdmin (ICON)

    Ongoing development of the Integrated Catholic Online Network (ICON) has continued with the HR team proactively engaging with the ICON eAdmin project team and representatives from schools, providing functional knowledge and assistance in designing a core technology system that will meet the HR, payroll and administrative requirements of Catholic education.

    Successful development of the eAdmin project will ensure ICON provides a robust technology solution that optimises administrative processes within schools, facilitates sharing of knowledge and resources, and improves learning outcomes.

    Other Initiatives

    • HR policy review
    • probation policy and process
    • online leave records (Greentree)
    • values and behaviours
    • workforce reporting
    • reward and recognition.

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    Personal Story

     Molly-McQueen 

    Molly McQueen
    Year 12 student in 2014
    Avila College, Mount Waverley.
    Profoundly deaf and totally dependent on two cochlear implants to hear, Molly McQueen graduated from Avila College, Mount Waverley, at the end of 2014 with an ATAR of 84.6 and is now studying psychology and forensic science at Swinburne University.
     

    I think the best thing I can say about my time at Avila College is that they treated me as a normal person and made sure my disability didn’t stop me doing anything that I wanted to do at school. So many activities, like the Year 10 study trip to Italy, will stay with me for a lifetime.

    I always thought it must be pretty expensive to provide for someone like me, but when I stopped to think about everything Avila did it reinforced that I had the best time at high school.

    The personalised support I received was wonderful –from radio frequency microphones that transmitted directly into my ear and specialist computer equipment, to teachers being my ears at swimming carnivals and providing a note taker in Year 12 English.

    And it went well beyond funding. So many teachers were there for me, like Mr Johnson in Year 12 legal studies, who met with me one-on-one every week to make sure I understood everything. I got a study score of 40 and was so glad to be able to repay his commitment.

    I now want to help others and to work in the legal justice system, maybe with victims of crime, and also to mentor people with deafness, because not a lot of deaf students had the same access to funding and the same experience as me.

    I know I wouldn’t be where I am without Avila.

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