Schools, like any organisation, require rules and policies to govern their day-to-day operation.
At Clayfield College, the Presbyterian and Methodist Schools Association (PMSA) Board, the Clayfield College Council and the College's Senior Leadership Team are responsible for formulating and reviewing policies. The Principal and staff use these policies as a framework within which to operate.
PMSA Child Safeguarding Process
Complaint Procedure for Non-Compliance with Student Protection Processes
Compliant Procedure for Non-Compliance with Student Protection Processes Form
School Child Protection Officers
You can read more about the College's child safeguarding policies, procedures and information here.
Click here to view all PMSA policies and guidelines.
Bullying Prevention and Management Policy
Camera Surveillance and Vape Detection Policy
Accommodation and Welfare Policy
Deferment, Suspension, Cancellation Policy
Entry Requirements for International Students
Overseas Student Transfer Request Policy
Student Progress, Attendance and Course Duration Policy
The Clayfield College Employer Statement on Gender Pay Equity
At Clayfield College, we are committed to fostering an inclusive and equitable workplace. We recognise the importance of addressing gender pay equity and are dedicated to ensuring that our compensation practices reflect this commitment.
Our approach to gender pay equity is guided by the principles outlined by the Workplace Gender Equality Agency (WGEA). We recognise that WGEA reports are but one metric that can be used to review continuous improvement in gender equity. It does not measure other initiatives the school engages in to ensure gender equity and gender composition remain a key focus for the school. While helpful, the reports reflect only a small amount of important work done to ensure an equitable workplace at Clayfield College.
We are proud to state that we pay like for like in our roles, meaning that employees performing the same or comparable work receive equal pay, regardless of gender. Our centralised wage agreement for the majority of our roles further supports this by standardising compensation across all levels and departments within our organisation. We are very close to our data and continuously monitor and analyse our pay structures to ensure fairness and transparency.
To enhance our commitment, we conduct pay equity reviews and audits to identify and rectify any unexplained pay differences. This approach helps us understand why pay differences exist and allows us to establish more equitable pay practices. We also strive for greater transparency in our pay decisions, as we believe that openness builds trust and reinforces our dedication to fairness.
We are dedicated to maintaining a workplace where all employees feel valued and fairly compensated. We will continue to review and refine our practices to uphold our commitment to gender pay equity and ensure that our workplace remains inclusive and equitable for all.
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