1. Welcome

NERPSA extends a warm welcome to all employees, both new and existing. We acknowledge the Traditional Owners of the land on which we work and learn, and pay our respects to Elders past, present and emerging. We recognise their continuing connection to land, water and culture.

As a leading provider of early childhood education and care, we are committed to providing high-quality services that promote the growth and development of young children. We believe that all children deserve a safe and nurturing environment where they can learn and thrive.

As a child-safe organisation, NERPSA prioritises the safety and well-being of all children. We have robust policies and procedures in place to protect children from harm. All employees are expected to adhere to these policies and procedures and to report any concerns or suspicions of child abuse or neglect.

This handbook provides essential information about your employment with NERPSA. It outlines your responsibilities, expectations, and NERPSA’s commitment to providing a positive and supportive work environment. For more detailed information, please refer to the NERPSA website.

In places, this document contains brief information. For more in-depth information please go to www.nerpsa.com.au or the specific links noted in each section.

2. Our History

NERPSA was founded in 2004 to provide a collaborative framework for early childhood services in North East Victoria. We were established in response to government funding for group employment models and have since grown to include 14 services across 3 local government areas.

3. Our Governance

NERPSA is an Early Years Manager (EYM) governed by a Board composed of parent representatives, community members, and early childhood education experts. This Board oversees the overall direction of the organisation, ensuring that our services align with the needs of our community.

While each service has a parent group to support its own committee responsible for local fundraising and maintenance, NERPSA handles key areas such as staffing, salaries, and program structure. This centralised approach allows us to maintain consistency and quality across all our services.

4. Our Mission

Our mission is to support our skilled staff to deliver quality, inclusive, play-based education for the children in our care. We believe that play is essential for children's development and learning, and we are committed to providing a curriculum that is both engaging and meaningful.

5. Our Vision

We aspire to create a nurturing environment where every child is empowered to reach their full potential. By providing high-quality early childhood education, we aim to foster children's cognitive, social, emotional, and physical development. We believe that these formative years lay the foundation for lifelong learning and success. Through innovative teaching practices, engaging activities, and a strong focus on individual needs, we strive to inspire a love of learning in every child.

6. Our Values

• Respect: We treat all individuals with dignity and respect, regardless of their background or circumstances.
• Responsiveness: We are committed to meeting the needs of our children, families, and staff in a timely and effective manner.
• Integrity: We act with honesty and transparency in all our dealings.
• Impartiality: We provide equal opportunities and services to all children and families, regardless of their socioeconomic status or cultural background.
• Accountability: We are accountable to our stakeholders, including children, families, staff, and the community.
• Leadership: We provide strong leadership and support to our staff and services.
• Human Rights: We are committed to upholding human rights and promoting social justice.

7. Our Commitment to Child Safety

NERPSA has a zero tolerance approach to child abuse. We are deeply committed to the safety and well-being of all children under our education and care. Under the Education and Care Services National Law (2026 update, Section 4A), the safety, rights and best interests of the child are the paramount consideration in all our actions. We adhere strictly to the 11 Victorian Child Safe Standards, which provide a comprehensive framework for ensuring child safety:

• We strive to create a culturally safe environment that respects and values the diverse identities and experiences of all children.
• Child safety and well-being are integral to our organisational leadership, governance, and culture.
• We empower children about their rights, involve them in decisions affecting them, and take their views seriously.
• We keep families and communities informed and involved in promoting child safety and well-being.
• We uphold equity and respect diverse needs in our policies and practices.
• Our staff and volunteers are suitable, supported, and reflect child safety and well-being values in practice.
• We have child-focused processes for handling complaints and concerns.
• We equip our staff and volunteers with the knowledge, skills, and awareness to keep children safe through ongoing education and training.
• We ensure our physical and online environments promote safety and well-being, minimising opportunities for harm.
• We regularly review and improve the implementation of the Child Safe Standards.
• Our policies and procedures document how NERPSA is safe for children.

We are committed to these standards and continually strive to create a safe, inclusive, and nurturing environment for all children. We believe that every child has the right to feel safe and protected at all times, and we are dedicated to making this a reality at NERPSA.

8. Purpose of the Employee Handbook

The Employee Handbook serves as a guide to introduce you to NERPSA and will be a valuable resource throughout your employment with NERPSA. It is designed to equip you with crucial information pertinent to your role within NERPSA.

However, it is important to note that this handbook should be used in conjunction with additional resources available on the NERPSA website (nerpsa.com.au), the Staff Resources website (www.nerpsa.org) and the NERPSA App.

If you encounter any queries not addressed in this handbook, we encourage you to reach out to your Education Manager for further assistance.

9. Equality

We believe in creating a fair and inclusive work environment where everyone is treated with respect, regardless of their background. We are committed to providing equal opportunities for all employees, regardless of their race, colour, age, gender, religion, national origin, sexual orientation, marital status, or disability.

We have zero tolerance of racism, discrimination, harassment, and bullying. Any employee found to be engaging in such behavior will face disciplinary action. We encourage a positive and inclusive work environment where everyone feels valued and respected.

10. Confidentiality and Privacy

NERPSA is committed to protecting the privacy of all individuals by responsibly handling personal, sensitive, and health information. We comply with all relevant privacy legislation, including the Privacy and Data Protection Act 2014 (Vic) and the Health Records Act 2001 (Vic). This information is collected for specific purposes:

• For children and families: To provide quality education and care, manage enrolments, and ensure the health, safety, and wellbeing of your child.
• For staff, volunteers, and students: To assess and engage applicants, administer employment or placement, and meet legal and workplace obligations.

Personal and health information is only disclosed to authorised parties as required by law or for service provision. This may include government departments (for funding and legal obligations), health organisations (in an emergency), law enforcement, insurance providers, and other authorised services.

Importantly, NERPSA is an "Information Sharing Entity" (ISE) and is obligated to share relevant information with other ISEs under the Child Information Sharing Scheme (CISS) and the Family Violence Information Sharing Scheme (FVISS) to promote child wellbeing and safety.

Failure to provide required information can impact a child's enrolment or an individual's employment. All individuals have the right to access and correct their information as outlined in our full Privacy and Confidentiality Policy.

11. General

Amendments to the Employee Handbook will be issued from time to time. The Employee Handbook does not form part of your contract of employment, unless expressly stated otherwise. However, in any event, it may be considered when interpreting your rights and obligations under your terms of employment.

Employees who fail to comply with the policies set out in this Handbook may therefore be subject to disciplinary action up to and including termination of their employment. Employees should note that this Handbook does not set out all the written employment related policies and practices of NERPSA.

NERPSA reserves the right to supplement, amend, or withdraw this Handbook and to modify, suspend or discontinue any of the policies and benefits described herein, at any time, with or without advance notice; to determine how the terms of this Handbook apply in particular situations; and to resolve ambiguities in the terms of this Handbook. Please read all sections carefully.

1. Organisational Structure

2. Communication Structure

NERPSA strives to provide a culture of continuous learning, a culture rich in open communication based on respectful relationships. It is important to us that you feel valued, we want you to belong and know that you are a vital early childhood professional in our team.

When needing help or support, please identify who to speak to first:

• Students and Volunteers: Look to Early Childhood Educators and Early Childhood Teachers for support.
• Early Childhood Educators: Have the Early Childhood Teacher who they work with as their first support. Teachers have their Educational Leader for support with the educational program and their Nominated Supervisor for support in all other areas.
• Educational Leaders and Nominated Supervisors: Have the NERPSA Education Managers for support.
• The Education Managers: Have the NERPSA Manager for support.
• The NERPSA Manager: Has support from the NERPSA Board.
• The Human Resources Manager, Administration and Enrolments Officer, and Finance Officers: Have support from the NERPSA Manager.
• The Education Managers and NERPSA Manager: Also access support from other key stakeholders, including the Department of Education (DE), the Early Learning Association Australia (ELAA), local councils, building owners, and others.

If you don’t receive the help and support you require after having first spoken with your first support, we recommend that you progress up the line or go directly to the appropriate person at NERPSA HQ.

In emergencies, please always call the NERPSA Manager.

An emergency is an incident, situation or event that may adversely affect the safety or health of anyone at the service and requires an immediate response. Please ensure all emergency management procedures are followed first. Examples of possible emergencies include:

• building fires
• medical emergency or incidents (for example, child with anaphylactic or asthma attack)
• aggressive person or intruder
• bushfire or grassfire
• flood or extreme weather
• poor air quality (for example, smoke from local fire or bushfire)
• gas leaks and chemical spills
• bomb or substance threats

3. NERPSA HQ Directory

4. Early Childhood Services and Staff

For information about all NERPSA services, their philosophies, and session times please visit https://nerpsa.com.au/.

For information about staffing at each service please visit Staff Resources – NERPSA & Department Information – NERPSA_ECS_Operational_Hours_[YEAR].pdf.

5. The Right to Disconnect

The Right to Disconnect in Australia allows employees to ignore work emails, calls or messages outside of work hours. This applies to non-small businesses since August 2024 and will extend to small businesses in August 2025. There are exceptions though, where refusing contact might be unreasonable depending on the situation.

6. Communication Channels

We value a close and positive working relationship with our employees and we are always happy to meet with you or speak with you to answer any questions and listen to any comments you may have.

Our preferred method of communication is email as it allows us to give time to your enquiry and provide the most appropriate response. If we need to gather more information, we can do this and then provide you with accurate information. We do acknowledge that at times this is not ideal and we welcome phone calls.

We endeavour to check phone messages regularly and will do our best to provide a quick response.

a. Appointments
Staff are welcome to come in to NERPSA HQ at any time, however we recommend you call ahead to ensure someone is in the office, because the person you need to see may have other commitments and may not always be available. Appointments are recommended when more personal matters may need to be discussed and the meeting room needs to be booked.

b. Staff Resources
The Staff Resources website (https://www.nerpsa.org) is a valuable resource. It is continually updated with information and includes:

• Employee Forms (Additional Work Hours Application, Leave Application, Professional Development Application, Register of Injury, Staff Orientation Checklist.)
• Access to the self-guided Professional Development Plan (PDP) portal and all associated information and resources.
• Employee Wellbeing information and Resources including Employee Assistance Program (EAP).
• NERPSA and Department Information and Resources.
• Policies and Position Descriptions.
• Contact Details for NERPSA HQ.
• Training and Professional Development Information and Resources.
• Induction and Probation Information and Resources.

c. NERPSA App
The NERPSA App (https://www.jotform.com/app/232111005684848) is a handy resource. It is continually updated with information and includes:

• The 'Call After Hours Only' Number button which when clicked will call the person on relief duty for times outside of normal work hours
• NERPSA HQ Contacts
• Forms
• Employee Assistance Program Contacts
• Newsletters
• Employment Paperwork
• Quick Links
• Professional Development Opportunities

d. Staff Newsletter
The NERPSA NEWS is distributed in approximately week 8 of each term and contains important information and updates from NERPSA HQ, as well as contributions from our services. It can be accessed on the Staff Resources Website and also on the Employee App.

e. Website
The NERPSA website (https://nerpsa.com.au/) is a valuable resource. It is continually updated with information and includes:

• Information about NERPSA and the Board
• Current information and resources for families
• NERPSA Policies
• Service Information
• Employment Opportunities
• Enrolment information
• And much more

f. Surveys
NERPSA families and staff (permanent and relief) are surveyed annually, and as required, to obtain feedback about NERPSA and its services. This feedback is used to aid in quality improvement processes for NERPSA.
Each service is provided with a summary of their results and are encouraged to reflect on the ways they can use the feedback to aid their quality improvement processes, which can be added to their QIP.

g. Advertising / Media Contact
All interactions with advertising entities or media representatives must receive prior authorisation from the NERPSA Manager. In the event that our services are approached by media personnel, it is mandatory for our staff to direct them to the NERPSA Manager. This protocol ensures that a suitable response can be formulated collaboratively. Please note that during emergency situations, employees are asked not to engage in any form of communication with the media.

h. Communication with Cleaners

• Maintain a dedicated communication log: This log should be stored in the designated location.
• Communicate concerns: If you have concerns about the quality of cleaning or other related issues, please write them in the log.
• Confirm message receipt: After making an entry, leave the log open on the bench and provide your initials.
• Escalate persistent issues: If issues persist, please escalate the matter to your Education Manager.
• Treat cleaning staff with respect: Please treat our cleaning staff with respect and courtesy.
• Notify cleaning staff of schedule changes: If there are events or meetings outside of regular service hours, please notify the cleaning staff in advance.

1. Policy Reviews

The NERPSA Policies & Procedures are crucial for the smooth and safe operation of our EYM and all of our services. Our policies are derived from best-practice guidelines established by Early Learning Association Australia (ELAA). We then adapt these through extensive consultation to create NERPSA-specific policies that reflect our unique context.

Our policy review process is thorough and ensures everyone has a voice. Every semester, policies undergo a three-stage review:

• Management Review: Initial review by NERPSA management.
• Stakeholder Consultation: Staff at our services, families, and community members have the opportunity to provide feedback on the draft policies.
• Finalisation & Board Approval: Management considers all feedback and revises the policies accordingly. The final version is then presented to the NERPSA Board for approval before being published.

This collaborative approach ensures our policies are robust, relevant, and reflect the needs of our entire community.

2. Information and Communication Policy

This policy provides guidelines to establish a standard of behaviour within social media forums for all individuals involved in the programs and activities of NERPSA, including all employees, families and volunteers. It ensures that all interactions, including social media, across NERPSA services are respectful, honest, courteous, sensitive, tactful and considerate.

3. Working with Children Check (WWCC) & VIT

The safety and well-being of the children and young people we serve is our top priority. As such, we require all staff (who are not VIT registered) to hold a current Working With Children Check (WWCC) at all times.

"No Card, No Start"
Under 2026 National Law amendments, it is a strict condition of employment that you must hold a current WWCC clearance before commencing work.

Compliance & Notification

• It is a condition of employment that all staff required to hold a WWCC must keep it current.
• Notification of Change: You must notify NERPSA HQ within 24 hours (and the Regulatory Authority within 7 days) if your WWCC status changes (e.g., suspension, revocation, or interim negative notice).
• Failure to maintain a valid WWCC will result in the employee being unable to attend work. This period will be considered leave without pay until the WWCC is renewed.

Staff holding a current and valid Victorian Institute of Teaching (VIT) registration are exempt from the requirement to hold a separate Working With Children Check (WWCC).

A WWCC is a screening process designed to help protect children and young people from harm. It involves a thorough background check that looks at a person's criminal history, as well as their work and volunteer history with children. The WWCC is an important tool that helps us ensure that all staff who work with children are safe and trustworthy.

It is your responsibility to ensure that your WWCC is always current. This means that you must renew your WWCC before it expires, and you must provide us with a copy of your current WWCC as soon as you receive it.

Maintaining a current WWCC is not only a legal requirement, but it is also essential for ensuring that we provide a safe and secure environment for the children and young people we serve. We appreciate your cooperation in helping us maintain the highest standards of safety and care for those we serve.

Teachers registered with the Victorian Institute of Teaching (VIT) must:

• Inform Working With Children Check Victoria (WWCCV) of any other child-related work you do within 21 days of starting any new child-related work.

VIT registered teacher involved in other child-related work in the community:

• Any NERPSA employee that is engaging in community child-related work (e.g., Leader of Joey Scouts pack) where (any) children attend need to disclose this activity to NERPSA. In such a case, there is also a requirement from VIT and with Working with Children Check, Victoria, that must be adhered to (please read below).
• Teachers registered with the Victorian Institute of Teaching (VIT) must inform Working with Children Check Victoria (WWCCV) of any other child-related work (paid & unpaid) they do and must notify WWCCV within 21 days of starting any new child-related work https://service.vic.gov.au/services/teachers-notifications/

4. Code of Conduct

All NERPSA employees are expected to conduct themselves in a professional manner in line with the NERPSA Vision, Mission, and values, and in compliance with the NERPSA Staff Code of Conduct Policy and ECA Code of Ethics. Every employee is required to maintain the privacy and confidentiality of all colleagues and families as a condition of their employment. Each staff member must read and sign a copy of the NERPSA Code of Conduct found on the NERPSA App. A copy of this is kept at NERPSA HQ.

5. Valuing Diversity

NERPSA is committed to valuing diversity and seeks to provide all employees with the opportunity for employment, career and personal development on the basis of ability, qualifications and suitability for the work.

NERPSA will not tolerate direct or indirect discrimination. It is also the responsibility of all staff in their daily actions, decisions and behaviour to endeavour to promote these values, to comply with all relevant legislation and to ensure that they do not discriminate against colleagues, families, children, suppliers or any other person.

6. Harassment & Workplace Bullying

• Harassment: When someone is demeaning, derogatory or intimidating towards another person. This includes racial taunts about sexual orientation or gender identity, sexual harassment, unwelcome physical, verbal or written behaviour of a sexual nature, repeated insulting remarks.
• Bullying: Characterised by persistent and repeated negative behaviour directed at an employee that creates a risk to health and safety.

For more information on Harassment & Workplace Bullying, please see our Code of Conduct.

If you feel you are being harassed or experiencing workplace bullying you are strongly encouraged to seek early advice/support from your Education Manager. If you feel your Education Manager is harassing/bullying you, then you should contact the Human Resources Manager.

You should also keep a written record detailing the incidents of harassment/bullying behaviour and any requests made to the perpetrator to stop. This written record should be made as soon as possible after the events giving rise to concern and should include dates, times, places, witness name/s and the circumstances of what happened.

NERPSA is developing a formal policy for dealing with Harassment & Workplace Bullying.

7. Concerns / Conflict Resolution

If an educator has a concern regarding their work this is first addressed with the nominated Early Childhood Teacher/Educational Leader, beyond this, concerns should be referred to NERPSA Education Manager.

Alternatively, on confidential matters, any NERPSA employee is welcome to contact their NERPSA Education Manager directly.

Any grievance issue needs to be brought to the attention of any of the NERPSA managers. It will be first managed at an “in-house” level and if a solution cannot be arrived at it will be escalated to be managed via the Grievance Procedure in the relevant Award/Agreement.

• Identify the Issue: Understand the nature of the conflict. Is it a misunderstanding, a difference of opinion, or a clash of personalities?
• Prepare for the Conversation: Before you approach the person, ensure you are calm and composed. Plan what you want to say and how you want to say it.
• Speak to the Person Directly and Privately: Arrange a private meeting with the person involved in the conflict. Use this opportunity to express your concerns and listen to their perspective as well.
• Use Active Listening: Show empathy and understanding. Make sure to listen more than you speak to fully understand their viewpoint.
• Seek Common Ground: Try to find areas of agreement, even if it’s agreeing that there is a problem.
• Develop a Plan of Action: Work together to find a solution that satisfies both parties. This might involve compromise or finding a completely new solution.
• Implement the Solution: Put the agreed-upon solution into action and monitor its effectiveness.
• Follow Up: Check in after a period of time to see how things are going. This shows that you are committed to long-term resolution.
• Speak to a Manager: If the conflict remains unresolved despite your efforts, it may be necessary to involve your Education Manager or Human Resources Manager. Provide them with a clear and concise summary of the issue and the steps you’ve taken to deal with it.

Remember, the goal of conflict resolution is to improve working relationships and to create a more positive work environment. It’s not about winning or losing. It’s about understanding and mutual respect.

8. Performance Management

NERPSA requires a minimum standard of conduct and performance. Should an employee's performance fall short, NERPSA will implement appropriate corrective actions, such as training, counselling, or formal performance improvement procedures.

Performance Improvement Procedures
Where warranted, NERPSA may initiate performance improvement processes to address specific performance issues. These processes may involve verbal or written warnings, additional training, or counselling. If improvement efforts are unsuccessful, NERPSA may terminate the employee's employment.

Serious Misconduct
In cases of serious misconduct, such as breaches of child safety standards, violence or threats, theft, fraud, gross negligence, or significant policy violations, NERPSA may take immediate disciplinary action, including termination of employment.

Reportable Conduct
Serious misconduct may also include "Reportable Conduct" as defined by the Reportable Conduct Scheme. This involves allegations of sexual offences, sexual misconduct, physical violence, behaviour causing significant emotional or psychological harm, and significant neglect. NERPSA is legally obligated to report such allegations to the Commission for Children and Young People (CCYP) within strict timeframes (typically 3 business days). All employees must be aware of their obligations under this scheme.

Inappropriate Conduct (New 2026)
Under the 2026 National Law updates, "Inappropriate Conduct"—defined as conduct that falls short of community standards for child safety, even if not strictly criminal—is now a specific offence.

Misconduct
Misconduct, while less severe than serious misconduct, can still warrant disciplinary action. Examples include failure to follow policies, poor time management, inappropriate behavior, and breaches of confidentiality.

Performance Management Process for Misconduct

• Notification and Response: The employee is informed of the performance shortfall and given an opportunity to respond.
• Decision-Making: The manager assesses the employee's response and determines if performance improvement action is necessary.
• Verbal Warning: If a verbal warning is issued, it should be documented and clearly outline the specific issue, expected standards, and consequences of non-improvement.
• Written Warning: A written warning, if required, should detail the issue, expected standards, a timeline for improvement, and the potential consequences of continued non-compliance.
• Ongoing Support: Throughout the process, NERPSA will provide support, such as training or counselling, to assist the employee in meeting expectations.
• Final Warning: If performance or conduct does not improve, a final written warning may be issued, outlining the potential termination of employment if there is no significant improvement.

Performance Management for Serious Misconduct

• Immediate Investigation: A prompt and thorough investigation is conducted to gather evidence.
• Suspension: In certain cases, the employee may be suspended pending the investigation.
• Disciplinary Meeting: A formal meeting is held to inform the employee of the allegations and allow for a response.
• Decision-Making: Based on the evidence, a decision is made regarding appropriate disciplinary action, which may include termination.
• Documentation: Detailed records of all steps in the process are maintained.

Reasonable Adjustments
Employees with disabilities should discuss any necessary reasonable adjustments with their manager. NERPSA will consider such requests, provided they are reasonable and do not unduly burden the business.
Note: All performance management processes are conducted fairly and in compliance with relevant employment laws and NERPSA policies.

1. Recruitment

NERPSA is an equal opportunity employer who will always seek to fill vacant positions with the most suitably qualified and experienced applicants who meet the needs of the service community. For full details of the process and policy for recruitment of staff see the associated policies on the NERPSA Website.

2. Terms and Conditions of Employment

The terms and conditions of employment are documented in a Letter of Employment which is provided to each employee on commencement of employment, any variations to employment terms and conditions will be documented by using a variation form. A copy of this letter and or variation is to be signed and returned to the Human Resources Manager, and another copy to be kept for your personal records.

3. Staff Record

A copy of your Staff Record is to be kept at the service in the staff records folder. Your Staff Record must contain:

• Educational Qualification or documentation of working towards
• Working with Children Check/VIT Registration
• First Aid Training Certificates (including CPR, Anaphylaxis, Asthma – not needed if casual)
• Protecting Children: Mandatory reporting and other obligations (PROTECT) Certificate
• Work Hours (not needed if casual)

4. Early Childhood Workforce Register

All service providers receiving Victorian Government kindergarten funding are required to capture information about all relevant employees in the Early Childhood Workforce Register.

The Victorian Government is introducing the Early Childhood Workforce Register (Workforce Register). This will build the foundations for a comprehensive worker registration system.

All services that receive Victorian Government kindergarten funding are required to provide information for the Workforce Register. Information needs to be provided about all employees who have regular direct contact with children.

How the department uses your information
Funded kindergarten services are required to collect staff employment information and provide this to the Department of Education (the department) for the purposes of the Workforce Register. This is a mandatory requirement. The types of information collected on the Workforce Register includes your:

• First and last name
• Date of birth
• Gender
• Role
• Full street address (home)
• Mobile phone (personal)
• Email address (personal)
• Victorian Institute of Teaching or Working with Children’s Check number and expiry date
• Commencement date at the service
• Cease date and the reason for ceasing.

This information will be updated four times a year (quarterly).

What this information will be used for
Information on the Workforce Register may be accessed by authorised Victorian Government departments and agencies for the purposes of law enforcement, or for sharing or disclosing information to other government departments or law enforcement bodies in accordance with legal requirements.

Privacy policy
The department is committed to data security and confidentiality. As with current identifiable data, there will be strict controls on the management, access to and transmission of this data to prevent any unauthorised access.
All information is handled in accordance with the department’s Privacy Policy and relevant privacy legislation, including the Privacy and Data Protection Act 2014 (Vic), the Health Records Act 2001 (Vic), and the Privacy Act 1988 (Cth), and the Health Records Act 2001 (Cth).
To learn more about how the department handles your personal information, please refer to the department’s Privacy Policy or contact the Privacy team on privacy@education.vic.gov.au.

5. Onboarding

When first employed with NERPSA you will have been asked to complete employment paperwork. This can all be found on the NERPSA App under Employment Paperwork. The Employment Paperwork page is also a great spot for current staff to update information.

6. Induction

All permanent staff are required to complete a comprehensive Induction. This induction course aims to be welcoming, ensuring an understanding of responsibilities as a NERPSA employee. The self-guided Induction can be accessed through the Staff Resources Website.
Relief staff are encouraged to read the Induction information, however, are not expected to complete the Induction Tasks.

7. Orientation

All staff will take part in a site-specific orientation (form located on the Staff Resources Website). Once completed, this checklist needs to be submitted to the Human Resources Manager for NERPSA records.
We also encourage all relief staff to complete orientations at each service with which they would like to be employed. To be paid for this orientation please submit an Additional Hours Application.

8. Probation

All new employees are subject to a probationary period. For staff employed under the VECTEA this is 12 weeks wholly within term time. For staff employed under the CSA this is 3 months. NERPSA may terminate your employment at any time before the expiration of this period by following the guidelines in the associated Award/Agreement.
The probationary period may be extended by agreement between yourself and NERPSA for a further period not to exceed 6 months from your commencement date.

Probation Process:

• You will be notified of your probation timeframe in your Letter of Employment.
• The Human Resources Manager will contact you with the information required to successfully complete all Induction and Probation Tasks.
• Your assigned Education Manager will visit you in your service/s, observe your performance, speak with you and you supervisor, and then provide a report with recommendations to the Human Resources Manager.
• Your probation will be deemed a success if you have completed all Induction and Probation Tasks, and if you have received appropriate feedback from your supervisor and Education Manager. You will then receive a letter from the Human Resources Manager advising you that you have successfully completed your probation.
• If the outcome of your probation is under question, you will receive a letter from the Human Resources Manager outlining a plan to support the successful completion of your probation.
• If your probation is deemed unsuccessful, NERPSA will follow all Award/Agreement procedures and will notify you that your employment will be terminated.

9. Students and Volunteers

For all information regarding Students and Volunteers please access the Students and Volunteers Handbook via the Students and Volunteers App (https://app.jotform.com/241257686415866).

10. Dress Code

Professional and Practical:

• Professional appearance should be maintained within the context of early childhood education.

Comfort and Movement:

• Staff are expected to be actively engaged with the children, which often means being on the floor or moving around.
• Clothing should allow for this free movement and be comfortable for a full day of activity.

Cleanliness:

• All clothing should be clean, free of stains, rips, tears, and unpleasant odours.

Appropriateness:

• Clothing should not contain offensive or inappropriate references, symbols, or labels.

Sun Safety:

• During terms with high sun exposure (typically the first and fourth terms in Australia) and on any day with a high UV index (3 or above), staff are required to wear broad-brimmed sun hats that provide shade for their face, ears, and neck. The SunSmart UV Index meter can be found on the NERPSA App Home Page.

11. Professionalism

Due to the nature of the work, arrive on time and be mindful of break times, particularly coming back from break.

• Dress appropriately for interaction with children.
• Take directions, suggestions and follow through to improve performance.
• Respect confidential information regarding children, families, and co-workers.
• Display a positive attitude toward the entire service (the program, children, families and co-workers).
• Conversations with parents should be amicable and non-judgemental.
• Any important information that a parent shares must be referred to the appropriate Early Childhood Teacher.
• Attend fully to the expectations of your job description.

12. Personal Mobile Phones and Devices

To ensure the safety and wellbeing of children and to maintain a professional and attentive learning environment, NERPSA's policy on personal devices aligns with the National Model Code of Conduct and National Regulation 168 (as amended 2026).

• Primary Responsibility: Your primary responsibility during work hours is the supervision and engagement of children. Personal devices must not distract from this duty.
• Secure Storage (Strict Rule): Personal mobile phones, smartwatches (in active mode), and personal tablets must be kept secure and out of sight, such as in a locker, bag, or a designated staff area. They must not be carried on your person (e.g., in a pocket) while you are working directly with children.
• Usage Restricted to Breaks: Use of personal devices is strictly limited to non-contact time and designated break times, and must occur away from children's spaces (e.g., in a staff room or office).
• Photography and Video Prohibited: The use of personal devices to take photos or videos of children, staff, or the learning environment is strictly prohibited and is a criminal offence under the National Law. All service-related photography/videography must be done using designated service-owned devices (e.g., service tablet) and in accordance with the service's media and privacy policies.
• Smart Watches: Smart watches must be set to "silent" or "theatre mode." Their use must be limited to checking the time. Notifications must be turned off to avoid distraction.
• Emergency Contact: If you are expecting an urgent call, please inform your Nominated Supervisor and provide the service's phone number as the primary contact.

Policy Exemptions and Emergency Use
NERPSA has a formal "Exemption for Use and/or Possession of Personal Device" process for specific circumstances. This form is for staff who require a documented pre-approved exemption to the policy.

• Prohibited Use: Under no circumstances will NERPSA authorise the use of a personal device to take images or videos of children.
• Pre-Approved Exemptions: Staff must apply for a pre-approved exemption if they need to possess their device while working directly with children for reasons such as:
  • Personal health requirements (e.g., heart or blood sugar level monitoring).
  • Disability (e.g., the device is an essential means of communication).
  • Significant family necessity (e.g., a staff member with an ill family member).
• Emergency Situations (Post-Incident Form Required): A pre-approved exemption is not required for using a device during a serious incident, lockdown, evacuation, or to manage a lost child. In these critical situations, access to communication is paramount.
  • However, if you use your personal device in an emergency, you must lodge an exemption form after the event to ensure the device use is appropriately recorded on our register.
  • Other emergency situations that require a post-incident form include:
    • Emergency communication during excursions (e.g., groups splitting up, transport).
    • Service technology failure (e.g., temporary outage of service-issued devices).
    • Receiving local emergency notifications (e.g., bushfire alerts).

13. Staff Performance and Practice Expectations

All staff are expected to:

• Adhere to NERPSA's Policies and Procedures: This includes, but is not limited to, child protection policies, anti-discrimination policies, and health and safety guidelines.
• Maintain Professional Boundaries: Staff must maintain appropriate professional boundaries with children, families, and colleagues.
• Communicate Effectively: Staff should communicate clearly, honestly, and respectfully with all individuals. We kindly request that all conversations remain free of gossip.
• Act with Integrity: Staff must act with integrity, honesty, and fairness in all interactions.
• Respect Diversity: Staff must respect the diversity of all individuals, including cultural, religious, and socioeconomic differences.
• Uphold Child Safety: Staff must uphold NERPSA's commitment to child safety at all times and immediately report any concerns, suspicions, or allegations of child abuse in line with the NERPSA Child Safe Policy and Mandatory Reporting procedures.
• Participate in Professional Development: Staff must actively participate in ongoing professional development to maintain and enhance their skills and knowledge.

NERPSA is committed to:

• Providing a Safe and Supportive Workplace: NERPSA will provide a safe and supportive workplace that is free from discrimination, harassment, and bullying.
• Complying with Legal and Regulatory Requirements: NERPSA will comply with all relevant legislation, regulations, and standards.
• Supporting Staff: NERPSA will provide staff with the necessary resources, training, and support to fulfill their roles and responsibilities.
• Promoting Professional Development: NERPSA will encourage and support staff to participate in ongoing professional development.

Examples of acceptable behaviours when you are in the workplace are:

• Acting on concerns or allegations of non-adherence to the Code of Conduct,
• Reporting any allegation of abuse and complying with all reporting obligations,
• Listening to and responding to the concerns or worries of children,
• Upholding the Code of Conduct at all times.

Examples of unacceptable behaviours when you are in the workplace are:

• Ignoring or disregarding any concerns, suspicions or disclosures of child abuse,
• Marginalising or excluding specific children,
• Discussing sexual content or adult themes with children,
• Photographing or videoing a child on devices (not related to learning or work tasks),
• Communicating directly with children outside of the work environment, including online, this excludes incidental contact (e.g., when shopping, at a sporting activity).

VIT Professional Codes of Conduct relevant to an Early Childhood Teacher:

• https://www.vit.vic.edu.au/__data/assets/pdf_file/0004/137911/Code-of-Conduct.pdf
• https://www.vit.vic.edu.au/__data/assets/pdf_file/0007/137914/Code-of-ethics.pdf

Professional codes of conduct relevant to Early Childhood Teachers and Early Childhood Educators:

• http://www.earlychildhoodaustralia.org.au/wp-content/uploads/2019/08/ECA-COE-Brochureweb-2019.pdf

These Codes of Conduct should be familiar to NERPSA staff and therefore reading of and understanding of these is required.
This document of Staff Expectations needs to be read in conjunction with the:

• NERPSA Code of Conduct,
• NERPSA Child safe Policy,
• NERPSA Interactions with Children Policy (and behaviour guidance addendum),
• Child Safe Environment Policy.

NERPSA works on open and amicable working relationships with all NERPSA employees. NERPSA thanks all staff members for their consideration and cooperation with these work expectations.

14. Salary & Superannuation

a. Salary Arrangements
Standard hours as per Letters of Employment will be paid on alternate Tuesdays/Wednesdays with any changes to be submitted one week prior on either an ‘Additional Hours Application’ or ‘Leave Application’ form which can be accessed on the NERPSA Staff Resources Page or the NERPSA App. To see full details of the ADP Payment Schedule please visit the Staff Resources Website.
Current extra hours which will be paid by NERPSA include:

Other costs may be funded at individual Committee’s discretion and may include additional hours such as excursions and meetings. These costs will be billed termly to Committees and are required to be passed at a committee meeting prior to hours being worked.

b. Payroll
Pay slips are now only available via your ADP payroll portal. Information on login procedures will be emailed for the first pay run. If any queries arise in regard to pay, speak to the NERPSA Manager or Finance Officer so that appropriate action can be taken. Unless agreed otherwise, any pay errors will be rectified in the next salary payment.

c. Superannuation
NERPSA will contribute the minimum superannuation benefits at the appropriate level as determined by Federal superannuation legislation. Contributions will be made into the complying superannuation fund you nominate. If you do not nominate a fund, the Employer will check the Australian Taxation Office records for your most recently selected superannuation fund (known as a ‘stapled fund’) and superannuation contributions will be paid into that fund if permitted until you nominate otherwise. If you do not nominate a fund, and there is no stapled fund, superannuation contributions will be paid to an eligible choice fund nominated by the Employer.

d. Updating Pay Details
When needing to update any information related to your pay, please complete the document/form on the NERPSA app and the information will be sent directly to HQ for processing.

e. Reimbursement of Expenses
Employees who make approved out-of-pocket purchases must complete the Reimbursement Form found on the NERPSA App. Please attach all itemised receipts to the form submission.

f. Travel
Please see your award or agreement for further details.

g. Payment for Supervising University Students on Practical Placement
NERPSA values the opportunity for its experienced teachers to share their professional expertise by acting as a supervisor for university students undertaking practical placement at NERPSA services. If you are contacted by a university or training organisation with a request to take a student, please instruct them to contact your Education Manager to seek prior approval. Where there is agreement between the staff member and NERPSA to take a student on placement, any monies paid by the institution, if paid to the employer, will be forwarded in full (less GST) to the teacher/room leader without unnecessary delay, in the next payroll (VECTEA, 2020 clause 57).

15. Leave Applications and Additional Hours

NERPSA provides leave entitlements for its staff, primarily following the Victorian Early Childhood Teachers and Educators Agreement (VECTEA) and the Children’s Services Award 2010 (CSA). Where these do not fully address leave entitlements, the National Employment Standards (NES) provide additional options.

Key Leave Types:

• Annual Leave: Paid time off for rest and recreation.
• Sick Leave: Paid leave for illness or injury.
• Personal Leave: Paid leave for personal reasons, such as illness, injury, medical appointments or family emergencies.
• Family Violence Leave: Paid leave to address family violence situations.

Note: This is not an exhaustive list, and your specific leave entitlements may vary. It is essential to consult your award or agreement for accurate and detailed information.

a. Leave Applications
Staff wishing to take planned leave must submit a Leave Application form. This form can be found on the NERPSA Staff Resources Website and also on the NERPSA App.
If relief cover is able to be arranged please note this on the form, otherwise NERPSA will arrange relief for the relevant period.

Late Submissions: To help ensure leave forms are submitted on time, if a staff member has been away from the service and a leave form hasn’t been submitted within two weeks, leave without pay will be processed in the following pay run. In this situation, NERPSA will complete a leave form on the employee’s behalf and send it to them by email as notification that leave without pay will be applied.

We understand that sometimes things can simply be missed. If we are later notified that another type of leave should have been used, the leave can absolutely be updated and the payment reinstated. Please just keep in mind that due to payroll processing timeframes, this adjustment can’t be made in the same pay run and will instead be processed in a later one.

b. Notification of Emergency Absence
Staff should call the After-Hours Only Number on the NERPSA App as soon as possible if they are unable to work their shift at short notice outside of work hours and have been unsuccessful in finding relief staff.
Please note that NERPSA HQ staff rotate after-hours duty. To ensure you reach the correct person, always press the yellow button on the app.
If no one answers, please leave a detailed voicemail message. You will be notified once a replacement has been found.
Please do not send a text message to report your absence. If you do not receive a notification, please call back.

c. Additional Hours Requests
This form can be used to request additional hours worked as per section 4.14 and/or time release from contact time, all additional hours need to be pre-approved by the NERPSA Manager. Staff should make every effort to plan and manage their time during rostered hours.
This form and can be found on the NERPSA Staff Resources Website and also on the NERPSA App.

d. Relief / Casual Employees
NERPSA employs staff through a process that includes onboarding and induction. We maintain a pool of casual staff who are both qualified and vetted, with a focus on ensuring child safety, and continuity at our services by appointing the same relief staff to each service, where possible.

e. Jury Duty
If you are called upon to attend Jury Duty, please detail this on a Leave Application Form and upload a copy of the jury duty notification. If an employee other than a casual employee is required to attend jury service during their ordinary working hours, they will be paid as if the employee was not absent on jury service. Once an employee has completed their jury service, they must return to work at the earliest possible opportunity.

f. Child Free Days

• All Employees: NERPSA Annual Conference.
• Employees Employed Under the VECTEA: Two organisational days at the start of each year. One pack up day held on the last work day of each year.
• Open Day: (some services may choose to remain open).

16. Farewelling Our Staff

At NERPSA, saying goodbye is an important part of our culture. We want to ensure every staff member leaves feeling respected and valued for the time they have spent with us.

Celebrating Your Contribution
We tailor our farewells to reflect your journey with us:

• Standard Recognition (<5 years): We appreciate the role you played in our team.
• Significant Service (5–9 years): We honour the substantial impact you have made.
• Legacy Service (10+ years): We celebrate a decade or more of dedication to our community.

Ensuring a Smooth Transition
Our priority during your departure is minimizing disruption for the children and families we support. We ask that you follow NERPSA’s guidance on communicating your departure to families. In return, we commit to a transparent process, including accurate final pay and the opportunity for an exit interview.
Note: In specific circumstances, NERPSA is required to report departures to regulatory bodies to meet our child safety and legal obligations.

17. Leaving NERPSA

a. Resignation Notice Period
Please ensure you read and follow the guidelines in your relevant award and notify the Human Resources Manager of your resignation in writing.

b. Final Pay
Once your notice period ends and you have left NERPSA, you will receive your final pay. Your final pay includes the following entitlements:

• outstanding wages for hours you have worked, including any penalty rates and allowances
• any accumulated annual leave
• annual leave loading (if applies)
• accrued or pro rata long service leave (if applies)

c. Exit Interview
To help us improve our workplace, we’ll reach out to you to complete a brief exit interview. Your insights will be used confidentially to improve our practices.

d. Statement of Service
Please contact the Human Resources Manager if you would like a Statement of Service.

e. Dismissal / Termination
In the situation where your employment is terminated by NERPSA, we will act in compliance with your award.

1. Frameworks

All NERPSA early childhood services follow an approved framework:
Belonging, Being & Becoming: The Early Years Learning Framework for Australia (EYLF) or Victorian Early Years Learning and Development Framework (VEYLDF).

• Mandatory Framework: As a Victorian funded kindergarten, all NERPSA services must deliver a program that adheres to the VEYLDF.
• Optional Supplement: Services may choose to use the EYLF 2.0 on top of the VEYLDF to further enhance practice.

All NERPSA early childhood services also adhere to the National Quality Framework (NQF) and the National Quality Standards (NQS) provided via Australian Children’s Education and Care Quality Authority (ACECQA).

These government and regulatory documents convey the highest expectations for all children’s learning from birth to five years in all early childhood settings and through the transitions to school. They guide early childhood staff in their curriculum decision-making and assist in planning, implementing and evaluating quality in early childhood settings.

These documents are designed to inspire conversations, improve communication and provide a common language about young children’s learning among children themselves, their families, the broader community, early childhood educators and other professionals.

2. Professional Associations

a. Australian Education Union (AEU)
Employee Union membership can contribute to a productive and harmonious workplace, allowing access to industrial advice, training and support, along with improved workplace communication, consultation and health and safety.
The AEU is the union for Early Childhood teachers, along with early childhood educators who are employed as part of a funded kindergarten program. The AEU is also the union for PSFO’s, advisors and additional assistants.
Membership with the AEU offers:

• Dedicated Support When You Need It. The AEU has a Member Support Centre to answer your industrial questions regarding your workplace, conditions and pay.
• Expert Representation. Professionally, legally, industrially and politically the AEU represents members in the early childhood sector.
• Training. A variety of free training programs and events are provided to help you grow professionally. TLN - Link
• Exclusive Partner Benefits. Your membership comes with access to fantastic savings and services, including but not limited to:
  • Affordable customer-owned banking and finance solutions.
  • Low-cost health insurance options.
  • Discounts on travel, car hire, shopping, and more with Union Shopper.
  • A free 12-month subscription to Cool+ for first-year teachers (and a one-month free trial for all members), giving you access to curriculum-aligned sustainability teaching resources.
• Join Today and Be Heard: https://www.aeuvic.asn.au/join

(Information kindly supplied by Sarah Parr, Leadership Executive Officer (Sectors), AEU Victoria on 03/12/24)

b. Early Childhood Australia (ECA)
https://www.earlychildhoodaustralia.org.au/

3. Administrative Requirements for NERPSA Employees

• Any employee working (approved) additional hours of work needs to complete an Additional Hours Form.
• Any employee who is planning leave is required to submit an Application for Leave Form (or in the case of sudden illness this form is submitted on return to work).
• Any queries regarding pay need to be addressed to the NERPSA Manager of the Finance Officer.
• All staff members should keep a copy of the relief staff list and contact numbers of co-workers at home. Staff may organise their own relief where possible, however please notify co-workers and NERPSA of the staff change. If this is not possible, each Early Childhood Service has their own process to follow, so ensure you are aware of this before required to follow it.
• A relief folder is maintained by staff at each Early Childhood Service in order to provide relevant information to relieving staff. Any changes to the responsible person should be noted on the appropriate form in this folder.

4. Administrative Resources

We are working hard to ensure all documentation needed by staff is available on the Staff Resources Website. Please check there first before requesting a document.

5. Policy Documents

NERPSA maintains common policies on the NERPSA website. All staff are expected to have an awareness of these policies to assist them in meeting their professional responsibilities.
Policies are reviewed in groups and are uploaded to the Policy Review Portal on the NERPSA website each semester for review and feedback by staff, families, and the community.
Staff policies are located on the Staff Resources website.

6. Student Placements

These are encouraged, however, and are at the discretion of each teacher. Please notify your Education Manager when a student is placed. Please ensure the student has received the link to the Students and Volunteers App (https://app.jotform.com/241257686415866) and instruct them to read and complete the information/documentation required prior to beginning their placement. Once they have done this, services will be emailed the student’s Student Record with the required documentation attached.

7. Purchase of New Equipment and Resources

All requests for the purchase of new equipment and resources using fundraising money must be discussed with the Early Childhood Service Committee at a meeting. Any decisions to purchase equipment should be recorded in the minutes of the meeting prior to the purchase being made.
It is recommended that you support requests for new equipment with information on their value to the program and children and have quotes prepared for the Committee so informed decisions can be made in a timely manner.

8. Parents as Volunteers

In keeping with the “best practice” surrounding the Child Safe Standards, every parent or person volunteering is required to have a current Working with Children Check and must provide evidence of this to the service, where it will be stored in a secure place.

• All volunteers must read and sign the Volunteer Code of Conduct. This can be found on the Students and Volunteers App (https://app.jotform.com/241257686415866)
• Parents must also sign in and out of the service when in attendance.

9. NERPSA Professional Development

NERPSA offers annual professional development on one designated day in August. During this time, all services are closed, allowing staff to come together for both professional learning and social activities.
Professional development topics are carefully selected based on information from individual staff development plans and SRF funding allocations.
Additionally, staff are invited to participate in first aid and CPR training at the beginning of each year. Staff who are unable to make these days or new employees who join mid-year, are able to complete their certification through providers such as https://vicfirstaid.com/ and submit the invoice or receipt to NERPSA for payment or reimbursement, prior to service commencement. Long day care services may opt for alternative certification timelines as needed.

10. Professional Development

• A review of professional practice will be conducted annually, which will include a Professional Development Plan. The cost of training identified in the plan will be met by NERPSA (as per Professional Development policy).
• NERPSA will organise whole staff first aid training days/sessions at the start of each year. If staff are unable to attend, they will be required to source their own training. In this case the cost of the training will be met by NERPSA.
• For NERPSA Educators Working with Children checks are to be kept valid and NERPSA notified with any changed details upon renewal.
• All NERPSA Early Childhood Teachers (ECTs) are required to be registered with the Victorian Institute of Teaching (VIT) and will not be required to hold a valid Working with Children check.
• A copy of these documents must be kept at the service where the staff member is working, in their individual Staff Record, and also at NERPSA HQ.

Every NERPSA employee is expected to:

• have read through the NERPSA policies located at www.nerpsa.com.au.
• have an understanding of the NERPSA Professional Development Plan (PDP) and undertake its requirements.
• understand the concept of Mandatory Reporting Training and is required to undertake a “refresher” on-line module each year: https://elearn.childlink.com.au/login/index.php
• be aware of the Reportable Conduct Scheme and how it applies in early childhood settings https://ccyp.vic.gov.au/reportable-conduct-scheme/
• make themselves familiar with the Child Safe Standards (information attached) and their implications in an early childhood environment: https://ccyp.vic.gov.au/child-safe-standards/

Professional training on Child Safe Standards and Reportable Conduct Scheme will be available during the year, please contact the Education Manager for accessing these or visit the website: https://ccyp.vic.gov.au
NERPSA also maintains a library of relevant, up to date books on early childhood education which are available for all staff to borrow. This library is located at the NERPSA office at 52 Burke Street, Wangaratta.

11. Professional Development Plans (PDPs)

NERPSA’s Professional Development Planning (PDP) process is designed to empower staff by focusing on their strengths and growth potential. Unlike traditional appraisals, which often highlight weaknesses, the PDP is a self-directed approach that promotes autonomous and reflective learning.
While staff create their own PDPs, the process is informed by a variety of inputs:

• Self-assessment: Staff identify their interests, strengths, and areas for development.
• Collaborative feedback: Ongoing discussions with colleagues, leaders, and community members provide valuable insights.

NERPSA’s online PDP tool balances autonomy with compliance:

• Flexible access: Staff can access and update their PDP anytime, anywhere.
• Guided development: The tool provides a structured framework for goal-setting and reflection.
• Monitoring and support: NERPSA HQ monitors PDPs and provides support as needed.
• Strategic alignment: PDP data contributes to broader organisational planning.

Benefits of the NERPSA PDP:

• Personalised development: Tailored to individual needs and aspirations.
• Continuous learning: Encourages ongoing reflection and growth.
• Positive focus: Emphasises strengths and potential.
• Collaborative approach: Involves input from multiple stakeholders.
• Efficient and accessible: Leveraging technology for streamlined planning.

By empowering staff to take ownership of their professional development, NERPSA’s PDP process fosters a culture of continuous learning and improvement.

12. Individual Professional Development

To undertake Professional Development, please complete a Professional Development Application Form. Ensure all sections are fully completed, with clear references to your Professional Development Plan (PDP) goal/s and how this PD will contribute to achieving them.

PD Approval Process:
When reviewing your PD application, management will consider your PDP and the PD provider. We may contact the provider for clarification or discuss it with Education Managers. Please provide as much detail as possible to streamline the process.

Notification and Payment:
Upon approval, you will receive a letter confirming your PD. Please submit this approval letter, along with the receipt or invoice, to the NERPSA Manager for payment or reimbursement.

If Your Application is Not Approved:
If your PD application is not approved, you will receive an explanation. If you wish to appeal, please provide additional information.

After completing your PD, please:

• Critically reflect on your learning and experiences.
• Share new insights with your team.
• Apply new understandings to your work.
• Formally document the PD in your PDP.

As per the Professional Development Policy.

13. Assessment and Rating Visits

Education Managers provide additional support to each service and assist staff in preparing for Assessment and Rating (A&R) visits. Education Managers will visit the service before the A&R visit with the aim of equipping staff for the upcoming visit.

14. Quality Improvement Plans (QIP)

Each service must have a current Quality Improvement Plan (QIP) that is shared with staff, children, and families.
The Nominated Supervisor (NS) is responsible for keeping the QIP up to date and ensuring that quality improvement is planned and implemented.
All staff must contribute to the QIP and are required to provide input. Updated copies of the QIP should be forwarded to the Advisor.
Each service must effectively communicate the QIP to children and families, and the voices of children and families should be evident in the QIP.

1. Employee Assistance Program (EAP)

NERPSA values your well-being and recognises the importance of mental health. We’re committed to supporting you in getting the help you need. That’s why we offer an Employee Assistance Program (EAP) to assist with both workplace and personal concerns.
The EAP provides confidential support, with no need to notify NERPSA of your use of the service. Please access the Staff Resources Website or the Employee App for further details.

NERPSA offers two EAP Service Providers:

a. Hume Psychology and Counselling
56 Gilchrist Ave
Beechworth Vic 3747
Phone: 03 5728 2446
Fax: 03 5728 2081
admin@humepsychology.com.au
https://www.humepsychology.com.au/
Mon to Fri 09:00 am - 05:00 pm

b. Telus Health – Previously Benestar

• Visit www.benestar.com
• Go to the BeneHub Login
• Enter ID: VICDET
• Token: VICDET01
• Provide a few simple details and create your own password

As per Employee Assistance Program Policy.

2. First Aid

We provide all employees with the opportunity to complete and maintain their First Aid and CPR certifications. These training sessions are held annually at the beginning of each year. For new employees who join mid-year, you can complete your certification through https://vicfirstaid.com/ and submit the invoice or receipt to NERPSA for payment or reimbursement.

3. Immunisation / Vaccinations

NERPSA encourages staff to be immunised against influenza (flu). Staff can receive a flu vaccination at either council run sessions or via GPs or local pharmacies. NERPSA will reimburse the cost of an individual injection on provision of a receipt.

4. Work Health & Safety WH&S / Occupational Health & Safety OH&S

NERPSA recognises and accepts its responsibility as an employer to maintain, so far as is reasonably practicable, a safe and healthy environment for its employees and any other persons who may be affected by its’ activities. It is your duty, as an employee not to put at risk, either yourself or others by your acts or omissions. You should also ensure that you are familiar with NERPSA OH&S Policy and Procedure. Should you feel concern over any health and safety aspects of your work, this should immediately be brought to the attention of your Nominated Supervisor who will inform your Education Manager.

5. WH&S / OH&S Occupational Health & Safety Visits

The Education Managers audit each service termly. These inspections will be arranged in advance with the intent to provide support in compliance.

6. Register of Injuries / Illness / Near Miss Hazard

It is the responsibility of each individual employee to report and record any incident or accident involving personal injury, or near miss, in the Register of Injuries, Illness, Near Miss Hazard.
Staff should follow the ‘Injuries at work procedure’ which outlines the steps taken after an injury or incident occurs. A copy of this procedure can be viewed on the NERPSA website under Staff Resources.
The Worksafe ‘If you are injured at Work’ poster must be displayed at every service. Please contact your Education Manager if you require a copy.

7. After Hours Safety

In the situation where you are at the service late in the day, please take the opportunity to bring your car closer to the entrance while it is still daylight and carry a mobile phone with you. While indoors keep the doors locked so that you are not surprised by unplanned visitors. Any parents visiting after hours should be pre-arranged but unplanned visitors can knock to gain access at your discretion.
If returning to the service after hours, please be aware of anyone around the building or grounds as you enter. If you have concerns call the police on 000. Sensor lights should be at the entry to the services. Sensor lights are also precautionary to assist with avoidance of trip hazards or anything that may have moved or been placed on paths. Please contact your Education Manager if you have any concerns about your safety.

8. Emergency Management Plans

Each service has an Emergency Management Plan and all staff must be familiar with it. This plan needs to be reviewed annually and as required, current copies are to be kept at the service and at NERPSA HQ.

9. Smoking and Vaping

Strict Statutory Ban:
By law (Tobacco Act 1987 (Vic) & National Law 2026), smoking and the use of e-cigarettes (vaping) are strictly prohibited:

• Within the grounds of any NERPSA service.
• Within four (4) metres of any pedestrian entrance to the service.

This applies to all staff, families, and visitors at all times.

NERPSA supports staff by providing information to educators about the health benefits of not smoking or taking drugs, and responsible alcohol consumption. See the following links for supports, resources and information.

• Alcohol and Drug Foundation: https://adf.org.au
• Cancer Council Victoria: https://www.cancervic.org.au
• Quit Victoria: https://www.quit.org.au
• Raising Children Network: https://raisingchildren.net.au
• Tobacco in Australia: https://www.tobaccoinaus.org.au

10. Safety of Personal Belongings

All employees are responsible for ensuring the safe storage of their personal belongings.

Version 2.1 – February 2026