Frequently Asked Questions


How do schools respond to teacher workload?

Catholic school employers are committed to supporting teachers in fulfilling their responsibilities outlined in the AITSL Professional Standards for Teachers and create the conditions necessary to enable educators and schools and their communities to help all students to reach their full potential.

School communities are already engaged in a wide variety of strategies that provide staff at individual schools with additional release time or other support to address demands on teachers’ time.  These arrangements take into account the circumstances of each school.  There is not a “one size fits all” approach that can be adopted by all schools that is effective or sustainable. 

How are staff currently supported in managing the implementation of the Senior Assessment and Tertiary Entrance system?  

Within the current context of the introduction of Senior Assessment and Tertiary Entrance (SATE) system, there are, in these implementation years, particular demands on teachers’ time.  Schools are already addressing this in a wide variety of ways depending on circumstances.  

Examples include:  

  • additional leadership positions to support staff in implementing the new systems
  • providing additional release time for relevant staff 
  • providing professional development opportunities including student-free days and school funded release/costs to allow staff to collaborate and build capability 
  • access to QCAA training and compliance sessions. 

Do we need to change the Agreement to support staff in managing the collection of the requirements for the NCCD and teaching students with special needs? 

We are all managing the implementation of NCCD in a wide variety of ways.  Schools need to be able to retain flexibility to manage these processes in their own context to take account of their location, size and student demographics. No one approach will suit every school. 

Some of the ways schools are addressing the processes for meeting NCCD requirements include providing appropriate staff with: 

  • professional development and additional release time 
  • exploration of IT that may assist with administrative tasks of NCCD 
  • opportunities for staff to work collaboratively with learning support teams and other specialist staff 
  • extra administrative support for data collection  
  • greater autonomy of available NCCD generated funds for schools to determine contextual administration and staffing requirements.

The important work by staff in providing information to secure NCCD funding for students is expected to provide options for schools to support teachers in ensuring students reach their full potential.  This will enhance existing support mechanisms. 

Accordingly, assistance and support is already happening in schools in excess of the provisions of the enterprise agreement. Further regulation limiting options in the enterprise agreement is not supported by employers.  Please liaise with your Principal to find out about the support that may be currently available for you in the context of your school.  

How are schools supporting staff to collaborate? 

Opportunities for collaboration amongst teachers allow them to learn from one another to improve planning, teacher practice and student outcomes.  Such opportunities are provided in different ways depending on the context of each school. Some examples are schools providing: 

  • additional release time for appropriate Senior and Middle Leaders and staff to develop, facilitate and implement support structures so staff can undertake effective collaborative planning discussions, activities and/or meetings
  • whole or part day student-free release time for staff to undertake effective collaborative activities
  • providing school-based, formal professional growth and development programs to improve teacher capability in collaborative practices and professional learning, including teachers visiting each-other’s classrooms and teacher-led classroom observation programs 
  • early career teacher support to promote professionalism and collaboration. 

Accordingly, assistance and support are already available at schools.  Please liaise with your Principal to find out about the support that may be currently available for you in the context of your school.  


Who is covered by EB9?

The EB9 round of negotiations relates to:

  • Teachers, deputy principals, school officers and services staff in Queensland Catholic schools.

How many staff are involved?

Around 20,000 teachers, school officers and services staff work in Queensland’s 306 Catholic schools.

Is everyone covered by the same agreement?

The EB9 round of negotiations will involve the negotiation of two replacement agreements. One agreement will cover staff working in schools run by the five diocesan education offices in Queensland.
Staff working in schools run by Religious Institutes or Public Juridic Persons will be covered under a similar but separate agreement.

When will negotiations take place?

The first formal negotiation meeting for EB9 took place on

1 May 2019.

Further meetings are currently scheduled for:

Tuesday       14 May
Tuesday       28 May
Tuesday       11 June
Wednesday  26 June
Tuesday       16 July
Tuesday       30 July.


Who can vote on the replacement agreements?

All staff who will be covered by the proposed agreements  will have the opportunity to vote at the conclusion of the negotiation process.
Voting will take place online and will be conducted independently by an external provider.

What protocols govern the negotiations?

The EB9 negotiations are governed by a set of protocols agreed by representatives of Catholic school employers and the Independent Education Union – Queensland & Northern Territory Branch.

Read the protocols here.

What are employers asking for in the EB9 negotiations

At the first negotiation meeting on 1 May 2019 Catholic school employers tabled their log of claims. This document outlines the key issues employers want to discuss as part of the EB9 round of negotiations.

Find out what is in the log of claims here.

What happens if the EB9 negotiations continue past the nominal expiry date of the current agreements?

The provisions of the current agreements will remain in place until replacement agreements are formally approved by the Fair Work Commission following a successful ballot of staff covered by these agreements.

Who are the Catholic school employers?

There are 22 Catholic school Employing Authorities in Queensland.

  • Catholic Education – Archdiocese of Brisbane
    (139 schools)
  • Catholic Education – Diocese of Cairns
    (29 schools)
  • Catholic Education – Diocese of Rockhampton
    (39 schools)
  • Catholic Education – Diocese of Toowoomba
    (31 schools)
  • Catholic Education – Diocese of Townsville
    (29 schools)
  • Edmund Rice Education Australia (21 schools)
  • All Hallows’ School, Fortitude Valley
  • Brigidine College, Indooroopilly
  • Downlands College, Toowoomba
  • lona College, Wynnum West
  • Lourdes Hill College, Hawthorne
  • Mount Alvernia College, Kedron
  • Mt St Michael’s College, Ashgrove
  • Padua College, Kedron
  • St Patrick’s College, Townsville
  • St Rita’s College, Clayfield
  • St Ursula’s College, Yeppoon
  • St Ursula’s College, Toowoomba
  • Stuartholme School, Toowong
  • Loreto College, Coorparoo
  • Marist College, Ashgrove
  • Villanova College, Coorparoo