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 conform 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.
Programs and frameworks are available to help you further develop your leadership capabilities.
Leading the Developing Performance process
Business Managers lead developing performance processes through the Developing Performance Framework, which provides school support staff (AO2-AO8) with a process,
capability document and online tools to clarify work priorities, discuss career aspirations and plan for support and professional development.
Performance planning and development is informed by reflection against the relevant capability frameworks or professional standards. Capability frameworks and professional standards detail expectations for all employees.
Current employees of the department can access further information on OnePortal.
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 employment and positions. Your principal or line manager will also be involved in the decision-making processes.
DoE employees can access information about the following on OnePortal:
- Recruitment and employment
- Payroll and entitlements
- HR forms
- Salary schedules
- Awards and agreements
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.
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.
Inclusion and diversity
An inclusive workplace culture allows us to perform better, attract and retain the workforce we need, and deliver services that support the communities we serve. In the department, we believe that each of us, regardless of our position, has a role to play in building workplaces that embrace and value diversity.
We All Belong workplace inclusion and diversity framework was launched in July 2018, outlining our approach to valuing and embracing the different skills, knowledge and experiences each of our staff brings to work. Students who feel they belong, are understood and have role models like them, have the best chance of succeeding.
New employees are asked to complete the
Workforce Diversity Census. The information provided will be used for statistical purposes only and no information identifying you personally will be disclosed to any agency or person.
Census data is critical to understanding the
diversity of our workforce. It enables us to monitor and report on our progress in developing inclusive leadership and inclusive workplace cultures across our organisation.
If you have any questions about workplace inclusion and diversity in the department, please email the Inclusion and Diversity team at
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.
All employees are required to complete
Mandatory All-Staff Training within a week of starting work with the department. Additional mandatory training requirements based on role, responsibilities and location may also apply. A refresher program is then completed annually.
induction and onboarding resources for more information.
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.
All employees of the department are encouraged to develop their skills and abilities through ongoing learning.
Professional learning is supported through reflection against the
Queensland Public Service Capability and Leadership Framework. Arrangements for teacher aides can also be found in their
certified agreement (PDF, 544KB).Training for cleaners is addressed in the Induction Manual for Cleaners.
Current employees of the department can access further information on OnePortal.
Managing unsatisfactory performance
Occasionally you may need to address unsatisfactory performance; this can be difficult for managers.
Performance issues can be mitigated if you consistently provide clear instructions, specific feedback and establish regular
performance development conversations with your people.
Managing Unsatisfactory Performance (excluding school-based teachers and principals) procedure provides information and guidance to leaders as needed.
Further support is available from your Regional Human Resources Manager or Workforce Relations Unit.
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.
You may need to assist in implementing fliexble work arrangements for employee's 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.
Flexible work arrangements procedure or departmental employees can search 'flexible working' on OnePortal for further information.
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
- 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 and establishment guidelines are available on OnePortal.
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