Rural and remote incentives
Direction and guidance on the department’s rural and remote benefits and incentives.
Audience
These procedures apply to permanent and temporary:
- teachers
- school counsellors
- school psychologists
- principals and school executives
- non-school-based teaching service (NSBTS) staff.
| Version | Date | Description of changes | Approved by |
|---|---|---|---|
V01.0.0 |
06/09/2024 |
Under the 2023 Policy and procedure review program, new policy document consolidating existing instructions and improving clarity and readability. |
Chief People Officer |
| Ongoing union consultation is occurring and amendments may be made from time to time. |
About the policy
Under the Employee benefits and entitlement policy, the department is committed to providing attractive employee benefits and entitlements. The department provides incentives to attract staff to and retain in rural and remote schools as well as hard-to-fill positions.
| Term | Definition | |
|---|---|---|
EDConnect |
The department’s support, information and advice service for schools and corporate staff. |
|
Eligible school |
Specified rural and remote and Connected Communities Incentive Schools. |
|
Eligible teacher |
A member of the teaching service who is permanently or temporarily employed in a teacher position at an eligible school and meets the eligibility criteria for one or more of the Incentives. |
|
FBT |
Fringe Benefit Tax. |
|
Incentive school |
For the purposes of this procedure, 'incentive school' means a rural or remote school in one of the lists of eligible incentive schools. |
|
NSBTS |
Non-school-based teaching service. |
|
Proficient teacher |
A teacher who has been accredited as proficient for at least 6 years. |
|
Rental subsidy |
A subsidy provided to classroom-based teachers and principals in 8, 6 and 4 transfer point incentive schools to help them meet accommodation costs in rural and remote locations. |
|
RFBA |
Reportable fringe benefit amount. |
|
School Counselling Service |
School-based counselling staff including leader psychology practice, senior psychologist education/district guidance officer, school counsellor and school psychologist. |
|
School executive |
Includes head teacher, assistant principal and deputy principal. |
|
Teacher position |
Classroom teacher (including school counsellors, teacher librarians, careers advisers, learning and support teachers and itinerant teachers), school executive and principal positions in a school. |
|
THA |
Teacher Housing Authority. |
|
Transfer points |
Points accrued by teachers and used to calculate priority for transfers. Each school attracts a certain number of transfer points annually, with schools in some rural and isolated locations attracting the largest number of points. |
|
What needs to be done
The department offers a range of benefits and incentives to attract and retain teachers, school counsellors, school psychologists, principals, executives and non-school-based teaching service (NSBTS) staff to work at eligible rural and remote NSW public schools.
A teacher position is defined as a classroom teacher (including school counsellors, teacher librarians, careers advisors, learning and support teachers and itinerant teachers), executive and principal positions in a school.
1. Understand available benefits and incentives
Teachers and school executives can search for benefits or allowances by using the Benefits calculator (refer to the Use the teacher's benefits calculator – QRG [staff only]). Examples of benefits include:
- major financial incentives (such as the Rural Teacher Incentive, Rental Subsidy, Experienced Teacher Benefit, and Retention Benefit) – refer section 2 below
- professional benefits (such as additional personal leave, training and development days) – refer section 3 below
- locality allowances (such as Hot Climate, Medical and Dental, and Motor Vehicle Depreciation – refer to the Crown Employees Award)
- other additional allowances (such as extended summer vacations, teachers of students with disabilities, and Year advisor – refer to the Crown Employees Award)
- transfer points.
The following webpages are central to these procedures:
- Rural and remote incentive package (staff only)
- Rural and remote NSW incentive schools, which include Connected Communities incentive schools (identified by ‘CC’ in the Transfer points column)
- Benefits and incentives for a more detailed overview of transfer points and incentives and benefits eligibility.
Table 1 Financial benefits and incentives
| Incentive | Amount (before tax) | Frequency | Eligibility |
|---|---|---|---|
Rural Teacher Incentive |
$20,000 – $30,000 per annum |
Quarterly |
Paid to eligible teachers, principals and executives at 6 and 8 transfer point incentive and 4, 6 and 8 transfer point Connected Communities incentive schools. |
Rural non-school-based teaching service (NSBTS) Incentive |
$20,000 – $25,000 per annum |
Quarterly |
Paid to eligible NSBTS staff in state offices Dubbo, Broken Hill, Deniliquin and Moree. |
Rural School Psychologist Incentive |
$20,000 – $30,000 per annum |
Quarterly |
Paid to permanent and temporary school psychologists in a substantive school counselling position in 6 and 8 transfer point incentive and 4, 6 and 8 transfer point Connected Communities incentive schools. |
Experienced Teacher Benefit |
Up to $10,000 per annum (for up to 5 years) |
Quarterly (for up to 5 years) |
Paid to eligible teachers, principals, executives and NSTBS staff with at least 6 years of proficient NSW accreditation at 6 and 8 transfer point incentive and 4, 6 and 8 transfer point Connected Communities incentive schools. |
Retention Benefit |
$5,000 per annum |
Twice a year (for up to 10 years) |
Paid to eligible teachers, principals and executives who have 12 months or more continuous service at selected 6 and 8 transfer point incentive and Connected Communities incentive schools. |
Recruitment Bonus |
$20,000 |
One-off payment paid quarterly |
Paid to eligible teachers, principals, executive, school counsellors and school psychologists appointed to hard-to-fill positions at 6 and 8 transfer point incentive and Connected Communities incentive schools. *The Priority Recruitment Support team can offer recruitment bonuses for hard to fill positions for schools they manage. Other than the inclusion of non-rural and remote schools, all other elements of the procedure apply. |
Rental Subsidy |
4 transfer point incentive and Connected Communities incentive schools – 50% of rent 6 transfer point incentive and Connected Communities incentive schools – 70% of rent 8 transfer point incentive and Connected Communities incentive schools – 90% of rent |
Fortnightly |
Paid to eligible teachers, principals, executives and psychologists at 4, 6 and 8 transfer point incentive and Connected Communities incentive schools. Payment is deducted from the Rural Teacher Incentive (where applicable). |
Stamp Duty Relief Payment |
Up to $10,000 |
One-off payment |
Paid to eligible teachers, principals, executives, psychologists, counsellors and NSBTS staff who purchase a home near their place of work at 4, 6 and 8 transfer point incentive and Connected Communities incentive schools. |
Rural and Remote Relocation Support Payment |
$5,000 to $8,000 |
One-off payment |
Paid to eligible teachers, principals, executives, psychologists, counsellors and NSBTS staff that need to relocate at least 50km away to their new place of work at 4, 6 and 8 transfer point incentive and Connected Community incentive schools. *The Priority Recruitment Support team can offer relocation support payments for hard-to-fill positions for schools they manage. Other than the inclusion of non-rural and remote schools, all other elements of the procedure apply. |
Relocation Subsidy |
Based on kilometres |
One-off payment |
Paid to eligible teachers who need to relocate more than 150 km to a new residence at selected schools. |
Employees should be aware that some incentive payments can have significant tax implications.
Where payments are indicated as ‘before tax’, taxation will be deducted from payments at the employee’s marginal tax rate.
Fringe benefits tax may apply to some benefits, including rental subsidies and some salary-packaged benefits. While an employee does not pay tax on these payments, the employee may have a reportable fringe benefits amount (RFBA), which the department reports to the Australian Taxation Office via the annual income statement. An RFBA affects eligibility and income tests for government benefits and obligations.
Refer to the Australian Tax Office – Consequences of having a reportable fringe benefits amount.
Similar tax implications apply to the stamp duty relief payment. In this procedure, refer to 2.8 Stamp duty relief payment.
The department does not provide advice on an individual’s financial and tax circumstances and advises employees to seek independent advice before making any decisions.
2. Choose the appropriate financial incentives
2.1 Rural teacher incentive
The Rural Teacher Incentive is valued between $20,000 and $30,000 (before tax). Eligible permanent and temporary teachers include:
- head teachers
- assistant principals
- deputy principals
- principals appointed at Rural and remote NSW incentive schools (specified 6 and 8 transfer point incentive schools and 4, 6 and 8 transfer point Connected Communities incentive schools).
Teachers must be members of the teaching service and either:
- permanently employed (full time or part time) in a teacher position at an eligible school
- temporarily employed (full time or part time) with a minimum engagement of 1 term or 10 consecutive weeks in a teacher position at an eligible school
- employed in an executive principal position at an eligible Connected Communities school
- employed in an instructional leader position and are relieving from, or have a right to return to, a permanent position at an eligible school, and who
- remain at an eligible school or move directly between eligible schools, and do not move to an ineligible school
- maintain satisfactory compliance with the department's Performance and Development Framework
- are not on leave that constitutes an interruption to continuity of service for more than 25% of the payment term, but they may become eligible in the next term
- have no unauthorised absences on the service record for the payment term, but they may become eligible in the next term
- have a NSW Education Standards Authority (NESA) membership status that is not 'suspended'.
For a comprehensive list of school types and transfer points, refer to Rural and remote NSW incentive schools.
Table 2 Rural teacher incentive school types and transfer points
| School type/transfer points | Incentive amount (before tax) |
|---|---|
4 transfer point Connected Communities incentive school |
$20,000 p.a. |
6 transfer point incentive school |
$20,000 p.a. |
6 transfer point Connected Communities incentive school |
$25,000 p.a. |
8 transfer point incentive school |
$25,000 p.a. |
8 transfer point Connected Communities incentive school |
$30,000 p.a. |
Teachers can choose to receive the incentive as one or a mix of the following:
- salary
- a rental subsidy
- salary sacrifice options including superannuation; novated car leases; portable electronic devices; and work-related expenses such as self-education, tax or financial advice.
Eligible teachers will receive their Rural Teacher Incentive one term in arrears, as cash paid into a nominated account, minus any rental subsidy amount. Payment of the incentive occurs quarterly, early in each school term.
Eligible part-time employees will be paid on a pro-rata basis.
For further information, refer to the Payment dates for the Rural Teacher Incentive and Experienced Teacher Benefit (staff only).
The Rural Teacher Incentive has no application process because the department identifies eligible employees through its reporting systems and pays them accordingly. If the teacher’s position or employment location changes, the department will note the change in its report and adjust or cease payment.
2.2 Rural non-school-based teaching service staff incentive
Eligible non-school-based teaching service (NSBTS) staff in state offices at Dubbo, Broken Hill, Deniliquin and Moree will receive a Rural NSBTS Incentive with a value of between $20,000 and $25,000 per year.
To receive the incentive, employees must:
- be engaged in a NSBTS position in state offices located at Dubbo, Broken Hill, Deniliquin or Moree
- remain in the eligible NSBTS position or move directly between eligible positions and not move to a non-eligible NSBTS position
- maintain satisfactory compliance with the department’s Performance and Development Framework
- not have received leave that constitutes an interruption to continuity of service for more than 25% of the payment term, but they may become eligible in the next term.
Eligible employees will receive between $20,000 to $25,000 annually. The exact amount depends on their school’s remoteness.
The value of the Rural NSBTS Incentive is determined by the state office location, as shown in Table 3:
Table 3 Rural NSBTS Incentive state office location and amount
| State office location | Incentive amount (before tax) |
|---|---|
Dubbo |
$25,000 p.a. |
Broken Hill |
$20,000 p.a. |
Deniliquin |
$20,000 p.a. |
Moree |
$20,000 p.a. |
Employees can choose to receive the incentive as one or a mix of the following:
- salary
- a rental subsidy
- salary sacrifice options including superannuation; novated car leases; portable electronic devices; and work-related expenses such as self-education, tax or financial advice.
The incentive is paid quarterly, early in each school term.
Eligible part-time employees will be paid on a pro-rata basis.
Refer to the Payment dates for the Rural Teacher Incentive and Experienced Teacher Benefit (staff only).
The Rural NSBTS Incentive has no application process because the department identifies eligible teachers through reporting systems and pays them accordingly. If the teacher’s position or employment location changes, the department will note the change in its report and adjust or cease payment.
2.3 Rural school psychologist incentive
Permanent and temporary school psychologists in a substantive school counselling position in rural and remote incentive schools are eligible to receive the Rural School Psychologist Incentive, which includes a one-off financial package of between $20,000 and $30,000 p.a. (before tax).
School psychologists will be eligible to receive the Rural and Remote School Psychologist Incentive at the end of each quarter, as long as they:
- remain in an eligible school counselling position or move directly between eligible positions
- do not move to a non-eligible school counselling position
- maintain satisfactory compliance with the department’s School counselling professional practice framework and the Performance and development framework (PDF 612 KB)
- have not received leave that constitutes an interruption to continuity of service for more than 25% of the payment term, but they may become eligible in the next term.
The Rural School Psychologist Incentive includes a financial package of between $20,000 and $30,000 p.a. (before tax).
Eligible part-time school psychologists will be paid on a pro-rata basis.
Eligible psychologists will receive their payment one term in arrears, as cash paid into a nominated account, minus any rental subsidy amount. The incentive is paid quarterly, early in each school term.
Refer to the Payment dates for the Rural Teacher Incentive and Experienced Teacher Benefit (staff only).
The Rural School Psychologist Incentive has no application process because the department identifies eligible employees through its reporting systems and pays them accordingly. If the employee’s position or employment location changes, the department will note the change in its report and adjust or cease payment.
2.4 Experienced teacher benefit
Eligible proficient permanent and temporary teachers who are currently in a position at 6 and 8 transfer point rural and remote incentive schools and 4, 6 and 8 transfer point incentive Connected Communities schools qualify for a $10,000 (before tax) Experienced Teacher Benefit, payable for up to 5 years.
To be eligible to receive the Experienced Teacher Benefit, teachers must meet the eligibility requirements for the Rural Teacher Incentive (refer to section 2.1) as well as the requirements set out in Table 4.
Eligible part-time employees will be paid on a pro-rata basis.
Table 4 Teacher eligibility and requirements
| Eligible teachers | Experience requirements |
|---|---|
Must be members of the teaching service |
Teachers must have been either:
|
Must be a school counsellor or Home School Liaison Officer |
School counsellors or liaison officers must either:
|
In addition to the rural non-school-based teaching service (NSBTS) incentive, NSBTS staff may be eligible for an Experienced Teacher Benefit of $10,000 annually for up to 5 years (refer to Table 5).
Eligible part-time employees will be paid on a pro-rata basis.
Table 5 Non-school-based teaching service eligibility and requirements
| Eligibility | Experience requirements |
|---|---|
Non-school-based teaching service (NSBTS) staff must meet the eligibility requirements for Rural NSBTS Incentive (section 2.2) |
NSBTS staff must either:
|
NSBTS staff must meet the requirements to be experienced above, but are also eligible if |
NSBTS staff either:
|
2.5 Retention benefit
Teachers and principals working at selected schools with 12 months or more of continuous service may be eligible for an annual $5,000 (before tax) retention benefit payment. The retention benefit is paid to eligible teachers for up to 10 years.
To be eligible for retention benefits, teachers and principals must:
- be permanently employed, either in a full-time or part-time teaching role
- work in one of the specified 6 and 8 transfer point Rural and remote NSW incentive schools or 6 and 8 transfer point incentive Connected Communities schools with at least 12 months of continuous service
- maintain satisfactory compliance with the department’s Performance and Development Framework (staff only)
- not have received leave that constitutes an interruption to continuity of service for more than 25% of the payment term, but they may become eligible in the next term.
Eligible employees will receive $5,000 annually, which is payable for up to 10 years.
The benefit is paid twice per year, in Terms 2 and 4.
Eligible part-time employees will be paid on a pro-rata basis.
Refer to Payment dates for the Rural Teacher Incentive and Experienced Teacher Benefit (staff only) and go to the ‘Retention benefit payment’ section.
No application is necessary. After 12 months or more of continuous service at an eligible school, the department will electronically transfer the benefit payment to the employee’s bank account.
2.6 Rural and remote recruitment bonus
The $20,000 Rural and Remote Recruitment Bonus is paid when a successful appointment to a teaching role is made, after at least 2 consecutive attempts to fill the position, including at least one merit selection process, were unsuccessful.
The department can provide a Rural and Remote Recruitment Bonus to help attract teachers, school executives, and principals to hard-to-fill positions at specified 6 and 8 transfer point incentive schools and 4, 6 and 8 transfer point incentive and Connected Communities incentive schools.
A principal or director, educational leadership at an eligible school may choose to offer the bonus when:
- the position is permanent, or a temporary engagement for 4 consecutive terms or more
- at least 2 consecutive attempts have been made to fill the position, including at least one merit selection process.
The department provides intensive recruitment support to a specified group of schools experiencing ongoing recruitment challenges. The Priority Recruitment Support team manages all recruitment in these schools. Any school receiving this support will be eligible to include the $20,000 recruitment bonus, regardless of the school’s location. All other eligibility requirements will apply.
The benefit is paid in 4 instalments, with one payment each term of the employee’s first year (12 months) in the position. The ongoing payment is dependent on the employee remaining in the position over this time. If the employee leaves the position before the end of the engagement, they will be paid in proportion to the time they were engaged in the position.
If a recruitment bonus is available, it will be included in the position advertisement. To be paid the bonus, the teacher must apply for the advertised position and be selected as the recommended applicant by the merit selection panel.
2.7 Rental subsidy
The department provides Rental Subsidy to eligible teachers, principals, school executives and psychologists.
The department provides Rental Subsidy to eligible permanent and temporary employees in selected 4, 6 and 8 transfer point incentive and Connected Communities schools who are either:
- living in Teacher Housing Authority (THA) accommodation
- eligible for THA accommodation but were unsuccessful in obtaining it and are required to rent privately.
Non-school-based teaching service (NSBTS) staff at state offices at Dubbo, Broken Hill, Deniliquin and Moree are also eligible for the Rental Subsidy.
Employees wishing to apply for rental subsidies not outlined in this procedure can write to the relevant director, educational leadership. If the director supports the request, it will be forwarded to the Director, School Recruitment and Placement (or equivalent school workforce director) for consideration.
Eligible employees will be paid a percentage of their total rental cost based on the school incentive status:
- 4 transfer point incentive school – 50% subsidy
- 6 transfer point incentive school – 70% subsidy
- 8 transfer point incentive school – 90% subsidy.
For those who receive a Rental Subsidy and the Rural Teacher Incentive, Rural NSBTS Incentive or Rural School Psychologist Incentive, the department deducts the quarterly value of the Rental Subsidy from the quarterly value of the incentive and pays the remainder as a salaried payment.
Teacher Housing Authority and private property rental differences
If multiple employees share one property, the subsidy percentage rate is applied to the portion of the rent paid by the incentive recipient.
If the cost of a private rental is significantly higher than similar properties in the same area, the department may cap the subsidy based on the applicable percentage of what it determines to be a reasonable amount. This is decided on a case-by-case basis.
The ongoing subsidy payment depends on employee compliance with the lease and the department’s discretion.
The Rental Subsidy scheme may be amended or terminated at any time.
Eligible teachers must contact NSW Land and Housing Corporation – refer to Housing Services.
2.8 Stamp duty relief payment
A teacher, school counsellor or school psychologist at a rural or remote incentive school may be eligible to receive a Stamp Duty Relief Payment of up to $10,000.
The department provides a Stamp Duty Relief Payment to help permanent and temporary teachers, school counsellors, psychologists and non-school-based teaching service (NSBTS) staff who purchase a residential property close to their place of work at a 4, 6 or 8 transfer point incentive school.
An employee is eligible if they:
- have purchased a residential property within 100 km of their place of employment, with a settlement date on or after 8 February 2023, and are actively employed by the department on this date
- will use the property as their primary place of residence within 6 months of settlement and for a period of at least 12 consecutive months
- have not received Transferred Officer’s Compensation in relation to stamp duty or home ownership, or a payment under this procedure within the past 3 years
- have been appointed to a position on a permanent or temporary basis for 4 or more consecutive terms.
- do not currently own a residential property within 100 km of their place of employment.
The following situations are eligible – classroom teachers, school counsellors and school psychologists who are appointed to work within a hub and spoke model, such as the Teacher in the Field program, and are assigned to a 4, 6 or 8 transfer point rural and remote incentive school as either a ‘hub’ or ‘spoke’ school.
The Director, Program Delivery considers and approves applications that do not meet the above eligibility requirements on a case-by-case basis.
Eligible employees will receive a reimbursement of the lesser of the total stamp duty incurred or $10,000. Following departmental approval, payment is made to the recipient’s bank account.
Under no circumstances will reimbursements for stamp duty exceed the amount incurred in one purchase.
Recipients will not be eligible to receive the department’s rental subsidy while living in their owner-purchased residential property.
Financial and taxation implications for recipients:
If a recipient is purchasing a property and not selling an existing one, the department will incur a fringe benefits tax liability when reimbursing any stamp duty payment made by the recipient. The recipient will have a reportable fringe benefit amount (RFBA). The department reports this to the Australian Taxation Office in its annual income statement. An RFBA affects eligibility and income tests for government benefits and obligations.
Refer to the Australian Tax Office’s Consequences of having a reportable fringe benefits amount.
The department advises potential recipients to seek independent financial and taxation advice before making any financial or investment decisions relating to the Stamp Duty Relief Payment. The department is not responsible for the recipient’s actions that may eventuate because of information in this procedure or supporting material related to the Stamp Duty Relief Payment.
To apply for the Stamp Duty Relief Payment, applicants must clearly state their intention in an email to RandRworkforce@det.nsw.edu.au.
The application process includes the steps outlined below.
1. Program Delivery emails the applicant an eligibility and payment amount assessment form.
2. The applicant completes and returns the eligibility and payment amount assessment form. They must also provide a contract of sale or other state revenue documentation that specifies the name/s of the purchaser, stamp duty amount incurred and settlement date.
3. Program Delivery assesses and confirms the applicant’s eligibility and payment amount.
4. The applicant receives an email confirming the assessment outcome.
5. Program Delivery submits reimbursement payment request form to Finance Shared Services.
6. Finance Shared Services processes the reimbursement and emails the applicant the remittance advice.
2.9 Rural and remote relocation support payment
The department may provide a Rural and Remote Relocation Support Payment of $5,000 or $8,000 to teachers, school counsellors, psychologists and NSBTS staff at rural and remote incentive schools.
The department provides a Rural and Remote Relocation Support Payment to help permanent and temporary teachers, school counsellors, psychologists and NSBTS staff who need to relocate to work at a 4, 6 and 8 transfer point incentive school.
An employee is eligible if they:
- began their new appointment in or after 2023
- have been employed by the department on a permanent or temporary basis for 2 consecutive terms or more
- have relocated to a new primary residence at least 50 km from their current residence to fulfil the requirements of their new employment
- reside within 100 km of their new place of employment
- have not received a Rural and Remote Relocation Support Payment for an equivalent position within the last 3 calendar years
- have not received a Priority Recruitment Support Relocation Payment for the same appointment.
These situations are eligible – classroom teachers, school counsellors and school psychologists who are appointed to work within a hub and spoke model, such as the Teachers in the Field program, and are assigned to a 4, 6 or 8 transfer point rural and remote incentive school as either a ‘hub’ or ‘spoke’ school.
Applications that do not meet the above eligibility requirements are considered by the Director, Program Delivery, School Workforce or Director, School Recruitment and Placement, School Workforce on a case-by-case basis.
Eligible employees relocating with
- up to 3 additional family members, will receive a gross payment of $5,000 before tax
- more than 3 additional family members, will receive a gross payment of $8,000 before tax.
Once the department approves the application, the recipient will receive payment in the next payroll period.
To apply for the Rural and Remote Relocation Support Payment, applicants must clearly state their intention in an email to RandRworkforce@det.nsw.edu.au.
The application process includes the steps outlined below.
1. Program Delivery emails the applicant an eligibility and payment amount assessment form.
2. The applicant completes and returns the eligibility and payment amount assessment form.
3. Program Delivery assesses and confirms the applicant’s eligibility and payment amount.
4. The applicant receives an email confirming the assessment outcome.
5. Program Delivery instructs Shared Services to action the payment for successful applicants in the next payroll period.
6. The applicant is notified via their payslip that payment has been made.
2.10 Relocation subsidy
The Relocation Subsidy helps permanent and temporary teachers who need to relocate more than 150 km to a new residence.
Permanent teachers who start a new job or get rehired are not eligible for the transferred officer’s compensation determination. However, teachers appointed to eligible schools may be entitled to a Relocation Subsidy when they need to move from their current residence.
Refer to Schools which attract the relocations subsidy for new appointees (DOCX 23 KB).
An employee is eligible if they:
- travel using a motor vehicle that has been comprehensively insured with an endorsed policy
- sign an agreement to repay any amounts received if they do not complete either 12 months of service (permanent teachers) or the engagement period (temporary teachers).
Eligible employees who travel:
- between 151 to 200 km will receive assistance with the cost of travel only (12 cents per kilometre for the total journey)
- 201 km or more will receive assistance with the cost of travel at 12 cents per kilometre (one way), plus $1 per kilometre (one way) to cover removalist or trailer/van hire costs.
Once the department approves the subsidy, payment is made in the next payroll period.
The application process includes the steps outlined below. Employees should contact their Local Education Office on 131 536 if they require assistance during this process.
1. The employee completes the Relocation Subsidy Claim Form (PDF 114 KB), ensuring:
- The bank details on this form match the bank details in SAP. If the employee wants the funds deposited into a different bank account, they must email their Local Education Office
- their SAP Vendor Number is included on the claim form. If they don’t have this number, they must complete the Supplementary Form: Request to create employees as suppliers (PDF 134 KB) and email it to EDConnect.mdm@det.nsw.edu.au.
2. The employee emails the following documents to their Local Education Office:
- completed Relocation Subsidy Claim Form (including the SAP Vendor Number)
- email confirmation of change of bank details, if required
- proof of employment – request a record of employment by
- lodging an online enquiry (navigate to HR > Principals and Teaching staff> Record of employment)
- call EDConnect on 1300 32 32 32 and select options 3>1>1.
3. The Local Education Office completes the Special payment request form (PDF 3 MB), which requires the employee’s SAP Vendor Number.
3. Understand your professional benefits
3.1 Personal leave (incentive schools)
This incentive recognises the unique challenges faced by teachers in remote settings, where access to essential services and support networks may be limited. The department seeks to alleviate some of the burdens associated with the isolated location of certain schools and the extended travel times required for teachers to access necessary resources.
Personal leave (incentive schools) is available to permanent and temporary teachers who are on duty in eligible schools.
The leave is a separate entitlement from the existing Family and Community Service (FACS) leave provisions for teachers in NSW Government schools. Teachers do not have to exhaust their existing FACS leave entitlement to access Personal leave (incentive schools).
How to apply:
The employee completes the normal leave application and submits it to their school principal.
Principals and teachers can refer to the Personal leave (incentive schools) (DOCX 77 KB) for more information.
Table 6 Transfer point school type
| Transfer point school type | Total personal leave (incentive schools) per semester |
|---|---|
8 transfer point school incentive (2 years of service incentive transfer) |
2.5 days |
8 transfer point school incentive (3 years of service incentive transfer) |
2 days |
6 transfer point school incentive (3 years of service incentive transfer) |
1.5 days |
4 transfer point incentive school (5 years of service incentive transfer) |
1 days |
3.2 Additional training and development days
To allow teachers to travel to other centres for training, teachers in selected 4, 6 and 8 transfer point incentive schools are entitled to 4 additional professional development days.
How to apply
Teachers must complete a normal leave application and submit it to their school principal.
Principals and teachers can refer to the Personal leave (incentive schools) and additional training and development days (staff only) for more information.
3.3 Incentive transfer
Transfer points are allocated to permanent teachers for each year of service in a school, with different schools attracting different transfer points. These points are accumulated during a teacher's service and used to prioritise an application for transfer.
Refer to the list of Rural and remote NSW incentive schools for more information.
3.4 Priority transfer for executive principals
Connected Communities schools’ executive principals staying beyond 3 years are eligible for priority transfer to a principal one level above their pre-executive principal appointment.
How to apply
Go to ‘My transfers’ in the Employee Self Service (ESS) area of the department's staff portal.
3.5 Recognition of temporary service
Temporary teachers can be credited transfer points for service lasting more than one term when they become permanent and subsequently eligible to seek a transfer.
Supporting tools, resources and related information
- Rural and remote NSW incentive schools, which include Connected Communities incentive schools – outline the 4, 6 and 8 transfer points incentive
- Rural and remote incentive package (staff only)
- Factsheet – Relocation Subsidy (DOCX 169 KB)
- Rural Experience Program Guidelines
- Benefits calculator
- Using the teacher’s benefits calculator – QRG (staff only)
- Staffing procedure
- Australian Tax Office – Consequences of having a reportable fringe benefits amount
- Personal leave (incentive schools) and additional training and development days (staff only)
- Teaching Service Act 1980
- Awards and determinations – Crown Employees (Teachers in Schools and Related Employees) Salaries and Conditions Awards
Policy contact
For general information about incentive eligibility and incentive payments contact EDConnect – 1300 32 32 32 or submit an online enquiry.
For other enquires, including escalation of payment issues contact the Rural and Remote Workforce team at RandRworkforce@det.nsw.edu.au
The Executive Director, School Workforce monitors the implementation of this procedure, regularly reviews its contents to ensure relevance and accuracy, and updates it as needed.