A community established hundreds of kilometres beyond the bitumen
offers a very unique career opportunity and life experience…
We are seeking talented educators interested in working in our remote schools in the Kimberley, Pilbara, Midwest and Goldfields regions.
Teachers who are employed on a permanent basis by the WA Department of Education should apply to the Remote Teaching Service Pool for permanent teachers, advertised here.
This is a unique opportunity for early childhood, primary, and secondary trained teachers to deliver flexible and innovative educational programs to students in remote areas ensuring they have access to high quality education and are not disadvantaged by their location. Skills and interests in literacy, numeracy and English as an additional language/dialect (EAL/D) are highly valued.
As part of our Remote Teaching Service you will join a dedicated group of around 200 teachers living and working in 37 remote communities throughout Western Australia. If you like working collaboratively as part of a team, this is your opportunity to join an innovative learning community.
The Remote Teaching Service requires a mix of motivated, creative and resilient staff with a wide range of experience, skills and abilities. Your teaching needs to be flexible and relevant to the needs of students in very diverse educational, cultural, social, economic and geographical environments. As a result applications are encouraged from a broad group of interested teachers including existing teachers, prospective graduates and Aboriginal and Torres Strait Islander teachers.
We offer a rewarding career that has many professional, financial and personal benefits including a remote teacher service salary allowance of between $15,370 and $20,870 per annum in addition to your salary, locality allowances, transportation to and from the location on appointment, and free housing. Appointments to the RTS are only made on a full-time, fixed-term basis.
This is an open-ended recruitment pool and applications can be submitted throughout the term of the pool.
A selection panel will convene regularly to assess new applications received. This process to assess suitability for placement into the RTS pool will be undertaken immediately following these dates:
New complete applications received by midnight on the above dates will be reviewed by the selection panel. Complete applications are those applications that contain all the necessary documentation required PLUS the two referee reports returned from the nominated referees. The onus for this is on the applicant themselves, therefore we advise that applicants don’t leave it to the last minute to apply as they need to ensure sufficient time for referees to complete and return the report by the intake deadline. When applicants submit their application they should also contact their two referees and make sure the referees are contactable, willing and able to complete the report ASAP.
Although we send out reminders to all listed referees, SRES cannot be held responsible for the late return of these reports.
Successful applicants will be placed into the appointment pool for a maximum of 12 months. If you accept an offer for an appointment for a 12 month period or more, your application will be removed from the pool. Should you then wish to be considered for remote appointments after your application has been withdrawn, you can resubmit your application at any time. Previous entry to the RTS pool will not guarantee subsequent entry. Each application will be assessed for competitiveness and suitability on each occasion. Suitability and competitiveness may alter over time.
Unsuccessful applicants may re-apply at any time to be considered by the panel during the next assessment process.
An applicant’s suitability for the RTS pool will be assessed by the selection panel using information provided in a written application. In addition to this information, referees will be contacted during the assessment process. Information provided by nominated referees will be used by the panel to assess an applicant’s suitability for the pool.
Teachers who are participating in the WA Department of Education Leap Program (formerly known as the Switch Program) may choose to indicate on their online application that they are qualified to teach in their Leap qualification area and/or their existing qualification even prior to completion of the program. They may be offered positions in their area of Leap qualification, and/or their initial qualifications.
HOW TO APPLY
Applicants are required to provide a comprehensive CV and a written statement.Your written statement should address at least the following key aspects.
In addition, to be suitable for this role your written statement will need to demonstrate your competency against the following domains (that govern the Australian Professional Standards for Teachers).
It is important to provide relevant information that clearly demonstrates your teaching experience.
It is also important to provide information that demonstrates your understanding of and your suitability to work in a remote location.
Information provided by referees is a significant part of this process. Applicants should ensure that at least one nominated referee is a current line manager. Where this is not possible or appropriate, referees should be recent and relevant.
For further job related information:
Please contact Alanna Orso, Principal Consultant – Recruitment, on (08) 9264 5402.
A strong public education system is the cornerstone of every successful society. We provide high quality education for children and young people throughout Western Australia, helping them reach their full potential.
We have more than 800 schools in communities across our State – in bustling city and regional centres and in some of the most remote parts of the world. Comprehensive schools, selective schools and education support schools. As our population grows, we're building new schools and developing state-of-the-art facilities for children to learn in. Modern schools using the latest and emerging technologies.
Each school, like each community, is distinctive. Parents and communities play a key role in creating a unique ethos for their school. They help shape the school's directions. The principal selects the best teachers and support staff for the school and funding is driven by the learning needs of students.