Catholic Education South Australia is committed to the wellbeing of its employees and their relationships and implements policies, procedures and practices that develop a culture of recognition of the importance and place of each employee within the organisation. It draws on its Catholic heritage and foundations to inform and direct its work.
Take a look at our Positions Vacant for all our current vacancies
See below for some more information on some of our eligibility requirements that ensures the wellbeing of our employees and their relationships.
CESA staff are strongly encouraged to remain up to date with their COVID-19 vaccinations in accordance with the ATAGI statement. However, CESA Staff working in High-Risk Settings, must maintain an up to date vaccination status and evidence of vaccination or medical exemption will be required.
Prior to candidates being interviewed the CESA Employment Declaration needs to be completed and cleared.
All employees are required to hold a Working with Children Check (WWCC), however a candidate who does not currently hold the check may be interviewed on the understanding if they are successful, they will be required to obtain a WWCC.
Applicants who hold a WWCC with another school, site or entity can have their clearance transferred (associated) as part of the onboarding process.
For some School Leadership roles, confirmation of active involvement in a Catholic Parish is an essential criterion and a Parish Priest (link when finalised) reference will be completed prior to interview.
All teachers accepting employment in CESA are required to complete an Induction Module in their first year and within five years of accepting a permanent position, complete four semester-length approved tertiary units in Catholic Studies. Further information is available from the Religious Education Team.
Responding to Risks of Harm, Abuse and Neglect – Education and Care Training (RRHAN-EC)
All teaching staff are required to complete the Masterclass course: RRHAN-EC and to undertake 3 yearly updates which address the legal requirement of adults working with children and reporting suspected child abuse. This training forms part of the registration requirements for all teaching staff.
RRHAN-EC training is available through plink
New staff are required to have completed a Basic Emergency Life Support Certificate or equivalent either prior to commencement or within six months of commencing employment. Further details are available through Red Cross or St John's Ambulance.
All staff are required to complete the Masterclass course: RRHAN-EC and to undertake 3 yearly updates which address the legal requirement of adults working with children and reporting suspected child abuse.
RRHAN-EC training is available through plink.
Please email a cover letter which draws attention to your relevant experience, your aspirations, and what you hope to contribute to the team (maximum 2 pages) and your Resume.
The covering letter should contain your address and contact details and the name and address of the principal of the school. The letter should quickly establish your interest in the position, your relevant background skills and previous experience. In subsequent paragraphs address each criterion in the advertisement and conclude the letter with a suitable closing paragraph.
The Curriculum Vitae should contain relevant personal contact details, details about relevant qualifications and training, employment history and contact details of your referees.
