Funding Opportunities - 21 Nov 2017

Nov 22 2017
1.     Local Sport Defibril...

Victorian CaSPA Principals recognised for their service

Nov 21 2017
At the recent meeting of AGM of the PAVCSS on N...

South Australia Farewells some of its long serving Principals

Nov 20 2017
At the recent meeting of APCSS in Adelaide, ...

CaSPA Submission to Gonski 2.0 Panel on Educating for Excellence

Nov 19 2017
SUBMISSION TO THE "REVIEW TO ACHIEVE EDUCA...

CCI Supports Principal Health and Well Being

Nov 18 2017
Above: Hugh Easton form CCI discuss well bei...

Daniel Delmage wins 2017 CaSPA Equity Scholarship

Nov 17 2017
At the recent CaSPA Board meeting, the Director...

Phil Lewis farewelled as President of CaSPA

Nov 16 2017
Phil Lewis finished his term on the Board of...

Francis Sullivan meets with CaSPA Board

Nov 15 2017
Francis Sullivan CEO of the Truth, Justice a...

Government Policy leads to School Fee Increases

Nov 14 2017
Catholic schools along the nation's east...

Gonski 2.0 gives 'dumbed down' curriculums a D-minus

Nov 13 2017
Australian students have suffered as a result o...

Pure discrimination from SA government on school funding

Nov 12 2017
Bishop of Port Pirie and NCEC Commissioner, Gre...

Catholic Sector anticipates better outcomes from Review of SES

Nov 11 2017
The Catholic sector hopes the National School R...

Profiles: Sr Marg Ghosn [NSW]; Sue Lennox [NSW]: Matt Byrne [Vic]

Nov 10 2017
We thank the following colleagues for sharing t...

Funding Opportunities - 9 Nov 2017

Nov 09 2017
1.     Student Mentoring Pr...

Self Awareness - The key to success in the classroom AND as a school leader

Nov 08 2017
Those who have worked in the field of Profes...

CaSPA News

 

Latest research - Aspirations, intention and choice when choosing VET

Posted on 7 November 2017
Latest research - Aspirations, intention and choice when choosing VET
While school students view VET as a positive experience offering practical and work-related learning, some hold negative views of the value, prestige and importance of VET study. This indicates a misalignment between their occupational aspirations and their understanding of what VET offers when planning for their future.

Find out more about how students choose VET by downloading the summary and research reports on the NCVER portal.

Posted in: VocEd   0 Comments

2017 School Census provides sobering view of CaSPA enrolments - what will they look like post Gonski 2.0?

Posted on 6 November 2017
2017 School Census provides sobering view of CaSPA enrolments - what will they look like post Gonski 2.0?

The results of the 2017 Commonwealth Census of School Enrolments provides a very sobering message to CaSPA Schools.

CaSPA has obtained a copy of the official Census used to calculate funding for schools and systems which are based on enrolments in schools at August 2017.

When compared with the data provided at the corresponding time in 2016 we find these key take aways:

  • a very small increase of around 200 students across the country [.06%]
  • decreases in half the jurisdictions:
    • the most pronounced in South Australia [-1.45%]
    • then WA [-0.9%]
    • followed by ACT [-0.64%]
    • and a small decrease in NSW [-0.025]
  • the only significant growth in numbers was in Victoria and Queensland which saw an increase of around 1,000 students across the two jurisdictions
  • NT saw a large percentage increase [1.83%] but this came off a relatively small base and represented 40 students
  • Tasmanian numbers remained stable

In meetings with principals around the country in the last few months, there is growing concern about the effects of what is proposed in the Gonski 2.0 funding models. There is considerable anecdotal evidence from principals who indicate that their prospective intakes for 2018 are down on previous years, as families consider the prospect of a decline in funding for schools and the necessity of those schools raising fees in order to maintain operations.

At CaSPA we would appreciate hearing from you, if you believe your school is being adversely affected in this way, please pass on your information to admin@caspa.edu.au

Posted in: Catholic Secondary Principals Australia   0 Comments

Broadening Teacher Workload - when is enough, enough?

Posted on 5 November 2017
Broadening Teacher Workload - when is enough, enough?
Teachers are under increasing pressure to be "counsellors, researchers or data analysts" as well as educators, a new global report has found, amid concerns that parents are expecting schools to pick up their "slack".

"Pressures on teachers are well documented and appear to be increasing, in part owing to new expectations," according to the UN Educational, Scientific and Cultural Organisation's latest global education monitoring report, released on Tuesday.

The report also found that despite increasing expectations for teachers, teaching continues to be undervalued in society.

"Beyond instruction and facilitating learning, teachers are asked to be counsellors, researchers or data analysts."

President of the NSW Secondary Principals' Council Chris Presland said that expectations being placed on Australian teachers are "now massive".

"We are picking up a lot of the slack of what I would call under-parenting," Mr Presland said.

"Parents who are under pressure are turning to schools on [things like] the issue of cyber-usage by students. Obesity is another issue.

"It's not that schools don't have a role to play [but] schools have no capacity to monitor what a student does on their computer in their bedroom."

The report also found that despite increasing expectations for teachers, teaching continues to be undervalued in society.

A 2014 OECD survey of more than four million teachers across 34 countries, including Australia, found that fewer than one in three teachers "reported that teaching was valued".

The UNESCO report also found that the vast majority of teachers in Australia said that standardised tests such as NAPLAN and PISA are affecting their teaching practices.

About 75 per cent of Australian teachers surveyed said that "accountability pressure had led them to teach more to the test", with the report finding that teachers often respond to test score pressures by narrowing the curriculum, "shaping the testing pool" and even "explicit cheating", the report said.

"Often, various types of unintended negative consequences more than outweigh the benefits of high-stakes accountability, particularly among the most disadvantaged schools and students."

It also found that standardised tests are not clearly improving student learning.

An evaluation of 11 countries, including Australia, that use "test-based accountability" found that six countries saw a decline in their PISA mean maths scores between 2003 and 2015, while five saw some increase, according to the UNESCO report.

"An overview of performance in the PISA study showed that sanction and reward systems did not yield substantial improvement," the report said.

"The most studied test-based accountability systems including those of Australia, the Republic of Korea and the United States did not show improved PISA performance on average or at the bottom of the distribution."

Mr Presland said Australia's "obsession with NAPLAN and PISA is out of control".

"We're looking for so much more from our education system and what our schools can do that an obsession with such a narrow measure is doing damage," Mr Presland said.

From SMH, Oct 24, 2017

Posted in: wellbeing   0 Comments

Australian Catholic Technical & Vocational Colleges Association visits Catholic Regional Colleges in Melbourne

Posted on 4 November 2017
Australian Catholic Technical & Vocational Colleges Association visits Catholic Regional Colleges in Melbourne

The   Australian Catholic Technical & Vocational Colleges Association [ACTVA] is a great example of a group of CaSPA Schools who have a shared interest and focus. The principals of these schools have formed an associaiton with members in a number of states and territories and they support one another as well as the broader field of Vocational Education in Schools.

Pictured above are member of this group who recently visited the Trade Training Facilities at Catholic Regional Colleges in Sydenham and Melton. Hosting this particular tour were the principals of the Sydenham and Melton schools - Mr Brendan Watson and Mr Mark Sheehan.

If you are part of a similar interest groups of schools you may like to give thought to organising a meeting of your group while you are all at Cairns 2018 from July 15-17.  Please indicate this when you complete your Expression Of Interest.

On the web: Cairns 2018 Expression of Interest

 

Or using this QR Code:

Posted in: VocEd   0 Comments

Women in the Workplace 2017

Posted on 3 November 2017
Women in the Workplace 2017
More companies are committing to gender equality. But progress will remain slow unless we confront blind spots on diversityparticularly regarding women of color, and employee perceptions of the status quo.

Women remain underrepresented at every level in corporate America, despite earning more college degrees than men for 30 years and counting. There is a pressing need to do more, and most organizations realize this: company commitment to gender diversity is at an all-time high for the third year in a row.


Women in the Workplace 2017
Four partners outline highlights from our yearly research, with LeanIn.Org, on gender equality at work.
Despite this commitment, progress continues to be too slowand may even be stalling. Women in the Workplace 2017, a study conducted by LeanIn.Org and McKinsey, looks more deeply at why, drawing on data from 222 companies employing more than 12 million people, as well as on a survey of over 70,000 employees and a series of qualitative interviews. One of the most powerful reasons for the lack of progress is a simple one: we have blind spots when it comes to diversity, and we can't solve problems that we don't see or understand clearly.

Many employees think women are well represented in leadership when they see only a few. And because they've become comfortable with the status quo, they don't feel any urgency for change. Further, many men don't fully grasp the barriers that hold women back at work. As a result, they are less committed to gender diversity, and we can't get there without them.

Many companies also overlook the realities of women of color, who face the greatest obstacles and receive the least support. When companies take a one-size-fits-all approach to advancing women, women of color end up underserved and left behind. This year we take a deeper look at women of color to better understand the distinct challenges they face, shaped by the intersection of gender and race.

This article presents highlights from the full report and suggests a few core actions that could kick-start progress.

Taking a closer look at the corporate pipeline

As in years past, we examined the corporate pipeline, starting from entry-level professional positions and leading all the way to the C-suite. Two themes emerge this year:

Inequality starts at the very first promotion. This is even more dramatic for women of color. Women remain significantly underrepresented in the corporate pipeline (Exhibit 1). From the outset, fewer women than men are hired at the entry level, despite women being 57 percent of recent college graduates. At every subsequent step, the representation of women further declines, and women of color face an even steeper drop-off at senior levels. As a result, one in five C-suite leaders is a woman, and fewer than one in 30 is a woman of color. Moreover, compared with the modest gains women made in prior years, there are signs this year that women's progress may be stalling.

Women are not leaving their companies at higher rates than men, and very few plan to leave the workforce to focus on family. Compared with men of the same race and ethnicity, women are leaving their companies at similar rates: white women are leaving as frequently as white men, and we see the same pattern among women and men of color. However, there is a large racial gap: people of color are significantly more likely to leave their organizations.

Women and men also have similar intentions to stay in the workforce. Roughly 60 percent of all employees plan to remain at their companies for five or more years. Moreover, among those who are planning to leave, about 80 percent intend to find a job elsewhere and remain in the workforce. Notably, just as many men as women say they'll leave to focus on family, and the number for both genders is remarkably low: 2 percent or less.

Changing the workplace experience

Based on the results of a survey of more than 70,000 employees from 82 of this year's participating companies, three trends that disadvantage women are clear:

Women experience a workplace skewed in favor of men. On average, women are promoted at a lower rate than men. The biggest gender gap is at the first step up to manager: entry-level women are 18 percent less likely to be promoted than their male peers. This gender disparity has a dramatic effect on the pipeline as a whole. If entry-level women were promoted at the same rate as their male peers, the number of women at the senior vice president and C-suite levels would more than double. And the disparity in promotions is not for lack of desire to advance. Women are just as interested in being promoted as men, and they ask for promotions at comparable rates.

Perhaps unsurprisingly, women are less optimistic about their prospects. They are less likely than men to aspire to be a top executive. And even the women who aspire to be a top executive are significantly less likely to think they'll become one than men with the same aspiration.

Women of color, particularly black women, face even greater challenges. The intersection of race and gender shape women's experiences in meaningful ways. Women of color face more obstacles and a steeper path to leadership, from receiving less support from managers to getting promoted more slowly. For instance, although women in general are more likely than men to report they never interact with senior leaders, black women are the most likely of all to report they never have senior-level contact. This may affect how they view the workplace and their opportunities for advancement. Perhaps because of the challenges they face in the workplace, for example, black women are also the most interested in going out on their own. Compared with other groups of women, they're significantly more likely to say they intend to start a business when they leave their current job. And yet: despite facing more pitfalls to advancement, women of color have higher ambitions to be a top executive than white women.

Women and men see the state of women and the success of gender-diversity efforts differently. Men are more likely to think the workplace is equitable; women see a workplace that is less fair and offers less support. Men think their companies are doing a pretty good job supporting diversity; women see more room for improvement. Indeed, nearly 50 percent of men think women are well represented in leadership in companies where only one in ten senior leaders are women. And perhaps unsurprisingly, men are less committed to gender-diversity efforts, and some even feel that such efforts disadvantage them: 15 percent of men think their gender will make it harder for them to advance, and white men are almost twice as likely as men of color to think this.


A road map to gender equality

Companies need a comprehensive plan for supporting and advancing women. Building on findings from previous yearsand incorporating new insights into what top-performing companies are doingcompanies should start with these core actions:

  • Make a compelling case for gender diversity.
  • Invest in more employee training.
  • Ensure that hiring, promotions, and reviews are fair.
  • Give employees the flexibility to fit work into their lives.
  • Focus on accountability and results.
  • Additionally, it is critical that companies understand their particular pain points and tackle them directly. For most if not all companies, this includes addressing the distinct barriers women of color face and getting sufficient buy-in from men. Until they do, companies' gender-diversity efforts are likely to continue to fall short.

Efforts to achieve equality benefit us all. Diversity leads to stronger business results, as numerous studies have shown. When the most talented people can rise to the top, regardless of what they look like and where they're from, we all end up winning.

This is an edited extract from Women in the Workplace 2017, a study undertaken by LeanIn.Org and McKinsey. It builds on the Women in the Workplace 2015 and Women in the Workplace 2016 reports, as well as similar research conducted by McKinsey in 2012. For more information, visit womenintheworkplace.com.

From McKinsey.com, October 2017

About the author(s)

Alexis Krivkovich and Irina Starikova are partners in McKinsey's Silicon Valley office; Kelsey Robinson is a partner in the San Francisco office, where Rachel Valentino is a consultant, and Lareina Yee is a senior partner.
Posted in: Leadership   0 Comments
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