Staff at Catholic Schools Broken Bay, CSBB, have overwhelmingly backed a new four year Enterprise Agreement (EA) with over 92.5 % confirming their support in a ballot earlier this week. CSBB had an overwhelming participation rate of over 85% of full-time staff.
The new EA will take effect from 1st January 2025, replacing the existing EA which expires on 31st December 2024 and is the first time CSBB has settled an EA prior to the expiry of an existing agreement.
At the request of Bishop Anthony Randazzo and listening attentively to the signs of the times, CSBB has embraced the practice of synodality, actively listening and engaging with staff to ensure their voice fully informs decision making.
The EA was developed following staff engagement over a number of years. This included detailed briefings with staff, led for the first time by CSBB’s Principals throughout the process.
CSBB representatives at the bargaining meetings with the IEU included experienced school Principals, bringing great clarity to discussions and strengthening the focus to changes that further support classroom teachers and enhance student learning. CSBB is grateful for the IEU’s diligent and professional approach to bargaining and for their support for the new EA.
CSBB has again embedded Staff Voice and the delivery of authentic professional Catholic education under the Towards 2025 Strategy in the new agreement.
CSBB has also introduced a new simplified approach to decision making through an innovative Operational Framework which replaces legacy arrangements. The Operational Framework outlines how CSBB leaders will act in leading their schools – prioritising clear principles over excessive rules, with fairness being key. By strengthening the ability of Principals to lead at each school, CSBB is confident the change will deliver better outcomes for staff and students.
Apart from providing certainty on employment conditions for an extended period, the new EA removes unnecessary text and provides greater clarity through clear and simplified drafting.
Staff at CSBB’s 45 schools will receive pay increases of 13% over 4 years. CSBB has also confirmed key staff and student learning initiatives, including, continuation of collaborative coaching (teams of teachers working together to improve student learning); enhanced support for kindergarten; introducing in-class professional support across Primary schools; enhanced teacher directed time for reporting and assessment; permanency for middle leader roles in secondary schools; additional development days targeted at the new curriculum; and retention of CSBB’s Pay Protection.
Bishop Anthony Randazzo, in welcoming the strong endorsement from staff, thanked all at CSBB for embedding the practice of synodality so clearly in the way the new EA was developed, refined and endorsed by staff.
Bishop Anthony said “I am very grateful to our CSBB staff for the wonderful work they do to support students and their families and for the many improvements achieved under the Towards 2025 Strategy.
“The discernment through staff engagement has been critical and the strong endorsement of the new EA is a powerful example of how synodality is being lived in our school system.
“The new EA provides additional support, reward and recognition which will assist all at CSBB to continue the great work underway to enhance student learning outcomes, helping each student achieve their best.”
Director of Schools, Danny Casey, also welcomed the resounding endorsement thanking staff for their feedback and support.
“The success achieved to date under the Towards 2025 Strategy has only been possible through the suggestions, feedback and support of our CSBB staff.
“The new EA provides certainty and reward for our staff with additional benefits that will also further strengthen learning outcomes.
“The accompanying Operational Framework leverages CSBB’s flat student focused leadership structure, with Principals leading their schools and also leading new system wide improvements.
“Importantly, given the achievements in efficiency and flexibility, we are able to provide gains to staff without compromising our financial sustainability or burdening our families with above trend increases in fees, especially when they are already facing challenges with the cost of living,” he said.