Promotional positions Page ContentSchool leaders play a vital role in delivering the department's vision as well as providing education leadership for the benefit of improving student outcomes.These leadership roles include:Head of Curriculum (HOC)Head of Department (HOD)Head of Special Education (HOSE).Capability and Leadership FrameworksThe Deputy Principals' Capability and Leadership Framework and Heads of Programs' Capability and Leadership Framework are multi-layered self-reflective frameworks designed to enrich instructional leadership, capability development and provide a focus for performance development planning.Teaching and learning auditsIn 2010, the Queensland Government introduced comprehensive audit requirements for state schools in the area of teaching and learning. That year, all Queensland state schools were audited against eight domains covered in the Audit Instrument.The Audit Instrument was developed by the Australian Council for Educational Research (ACER) under contract to the department using international research.The instrument is also informed by: P-12 curriculum, assessment and reporting framework findings and recommendations from the 2009 Report by Professor Geoff Masters, 'A Shared Challenge: Improving Literacy, Numeracy and Science Learning in Queensland Primary Schools' (PDF, 1.29MB).In 2011, the department continued to audit Queensland state schools in line with each school's quadrennial school review, in the term after a new permanent principal is appointed or at the request of the principal. Schools will not be audited more than once in any 12 month period.As a school leader, you will use the information gained from the audit to design strategies and initiatives that promote school improvement. InductionThe induction process ensures that new employees are equipped with the knowledge to do their job effectively and have an understanding of how their role contributes to the school's educational objectives.It is appropriate for a comprehensive local induction to take several months, but priority must be given to the mandatory induction relevant to the role. All employees are required to complete the mandatory induction program in either a face-to-face or online environment, and revisit the relevant mandatory components annually. See the appropriate induction planner for details of mandatory induction requirements for a role.Guidelines and resources are available to help you deliver effective mandatory and local inductions. DET Induction Strategy (PDF, 555KB) DET Induction website Online mandatory induction program Induction planners for various employee cohorts.Leading the performance and development processesThe Performance and development processes 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 performance and development processes are applicable in many other leadership situations. Team leader role Performance and development conversations ResourcesPerformance managementYou will be responsible for ensuring the employees you manage are performing their duties to the best of their abilities and contributing effectively to the objectives in the school plan.All managers are expected to embed performance management into their practice. This involves regular and consistent monitoring of employee performance and dealing quickly and effectively with poor performance or unacceptable behaviours.Developing trusting and respectful relationships with and between employees is essential to enable performance issues to be managed before they become discipline issues.Guidance is available in the managing unsatisfactory performance suite of procedures.Code of school behaviourYou will be expected to model the behaviours expected of staff within your school.The Code of School Behaviour says:All members of school communities are expected to conduct themselves in a lawful, ethical, safe and responsible manner that recognises and respects the rights of others.These expectations align with your responsibilities under the Code of Conduct, the Health, Safety and Wellbeing Management Framework and the legislative requirements of the Information Privacy Act 2009. You may need to discuss these expectations with other school staff as part of your role.Aspiring to promotional positionsMany career-advancing opportunities are available for high performing teachers. Refer to the career opportunities information at Make a difference. Teach. If you wish to advance your career to a leadership role in a rural or remote school, visit the Take the Lead (DET employees only) OnePortal site for details of this leadership program.Professional learning opportunitiesYour own professional learning may include: Leadership Capability Development (DET employees only) Professional Development (school leaders) Professional Learning.