People management

People management

​​​​​​​In your role as business services manager, you will oversee a variety of human resource management practices and provide advice on these to the school management team and other employees at your school. You will also need to ensure that human resource practices in your school c​onform to legislative and procedural requirements.

Because your role includes supervising the non-teaching staff, from time to time you might also:

  • help the principal in leading change within the non-teaching team
  • recruit, induct and train non-teaching staff.

Recruitment processes include:

  • organising role descriptions
  • organising vacancy process requests
  • coordinating selection panels.


You will play a key role in leading organisational change within the school by keeping non-teaching staff informed of:

  • decisions, procedures and policies that affect their role
  • their contribution to the achievement of school goals.

Follow the links below to find programs and frameworks that will help you to further develop your leadership capabilities.

Leading the Developing Performance process

The Developing Performance process and leadership share a focus on relationships and interpersonal understanding.

Many of the capabilities and tools that principals and school leaders need to lead the Developing Performance process are applicable in many other leadership situations.


At some point you will need to appoint a non-teaching member of staff, either on a temporary or permanent basis. The Workforce Recruitment and Employment Unit have developed instructions and flow charts showing the processes you will need to follow for various forms of em​ployment and positions. Your principal or line manager will also be involved in the decision-making processes.

Blue Card applications and renewals​

One of your responsibilities will be organising staff members' applications for 'Working with Children Checks' - part of the Blue Card procedure.

Registered teachers do not need a Blue Card, but non-teaching staff and volunteers do.

The Working with Children Check - Blue Cards procedure provides information and processes. The latest application form and further information is available on the Working with Checking Check - Queensland's blue card system website.

Diversity and equity

Your workplace will include individuals from different backgrounds, with different experiences and capabilities.

The department aims to:

  • engage a workforce that reflects the diversity of the Queensland community
  • engender respect for individual differences and see this reflected in the way we work and treat each other.

Your workplace should be welcoming, supportive, productive and free from all forms of unlawful discrimination and harassment.

New employees are asked to complete an Equal Employment Opportunity (EEO) census form. The information gathered enables the implementation of fair and equitable initiatives including equal access to recruitment, training and career opportunities for all.


As the Business Services Manager, you need to ensure that non-teaching employees are provided with a suitable induction to equip them with the knowledge to do their job effectively, and gain an understanding of the school and how their role contributes to the school's services.

Resources and guidelines are available to support you with the delivery of effective core and local induction. These resources will be supplemented regularly.

Find information to help you in fulfilling your induction responsibilities in:

New employees must be allocated sufficient time to understand their role at school and within the department.

Reward and recognition

The department implements a variety of reward and recognition programs for employees, all of which are explained in annual reports. However, nothing has as powerful an effect on employee morale as recognition from you.

Noticing and acknowledging extra effort or achievement is one of the most effective ways a leader can motivate staff. Giving timely and specific feedback to a person on their new skills generates trust and confidence.

Your feedback can be given privately or publicly depending on the individual and the context. Either way, employees will accept constructive, critical feedback from a leader they trust.

Professional learning

All employees of the department are encouraged to develop their skills and abilities through ongoing learning. The Developing Performance Framework demonstrates how this is accomplished. Information on Developing Performance conversations is available on the departmental website.

Additional resource include the Queensland Public Service Capability and Leadership Framework and the State Government Departments Certified Agreement 2015 (PDF, 2.0MB). Arrangements for teacher aides can also be found in their certified agreement (DoE employees only). Training for cleaners is addressed in the Induction Manual for Cleaners​ (DOC, 395KB) (DoE employees only).

Managing unsatisfactory performance

Occasionally you may need to address unsatisfactory performance; this can be difficult for managers.

You may never have to do it if you consistently provide clear instructions, specific feedback and establish regular performance development conversations with your people.

However, when these are not enough and you have to address a problem, you will find a process and lots of supportive information in the Managing Unsatisfactory Performance (excluding school-based teachers and principals) (DoE employees only) procedure.

Further support is available from your Regional Human Resources Manager or Workforce Relations Unit. Contact details are listed in the procedure.

Leave and accumulated time off

One of your responsibilities will be to monitor and approve employees' timesheets and leave applications. You may also need to arrange for substitutes for some positions.

Entitlements to some forms of leave vary between employee groups. The relevant awards and Certified Agreements or Directives are good sources of information, as is the Procedures Register.

Work-life balance

You may need to adapt an employee's work schedule in order to meet the department's goal of providing work-life balance where such arrangements will improve the health and wellbeing of the employee and improve their productivity.

You'll need to consider how a staff member's flexible working arrangements will affect the school and services for students.

Review the Work-life balance procedure and contact the Diversity and Equity team in Central Office if you need assistance in making decisions.

Local consultative committee

If your school employs more than 25 people, it will have a local consultative committee (LCC). Smaller schools may also have an LCC.

The LCC is made up of representatives from:

  • school management
  • unions
  • the community.

The committee's functions vary, but its main purpose is to ensure that all employees and representatives of the school community have a voice in decision-making at the school.

LCC Terms of Reference (DOC, 31KB) (DoE​ employees only) and establishment guidelines are available on OnePortal.

Union membership

Becoming a member of a union is a matter for individuals. Information about relevant unions may be provided as part of an employee's induction and, in some cases, union officials may request access to new employees. This is appropriate as long as the visit does not interfere with the employee's work or student learning.

As a Business Services Manager, your union is Together Queensland.

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Last updated
01 February 2018