Executive Director’s Update to Principals #24 - 29 May 2025

DOBCEL Nexus Capability Rollout Update – Term 2

As part of our ongoing transformation agenda, we are progressing through key capability areas to support improved systems and services across DOBCEL schools and offices. As part of this process, the Project team presented to the Diocesan Leadership Team on Friday, 16^th May.  Below is a summary of each phase of the rollout and our timeline for completion. Please pass the below information on to your teams.

PageUp – Pilot Phase Underway

PageUp is an applicant tracking system that provides cloud-based solutions that will consolidate and streamline every stage of recruitment – efficiently receiving, reviewing and managing applications; conducting interviews; extending employment offers; and onboarding new team members.

Training has commenced with our pilot group consisting of the CEB office and four schools (three primary, one secondary) as we prepare for full implementation. 
Go Live Date: 16 June 
The pilot is a critical first step in shaping a consistent and effective rollout model for all schools. 

Finance System Rollout (Business Central) – Structured & Phased

We are currently developing comprehensive training modules, with an initial pilot involving the CEB office and a primary school to test our delivery approach.

Rollout Strategy:

• Cycle Length: 4 weeks per group
• Group Size: 5–6 schools per cycle. These groupings are currently being finalised and we will be able to provide more information shortly

Phases:

1. Setup and data transfer. We are nearing finalisation of a data cleansing process and will reach out to schools shortly for support in the tidying up of the historic data that will be imported into Business Central. 
2. Training
3. Go Live
4. Two weeks of post-Go Live support by CEB office and Professional Advantage staff

Post-Rollout Plans:

• The SAS database to be centrally maintained for seven years for audit and record retention purposes.
• Transitional Logistics: New staff will remain in SAS (for PAY3K processes) until the Aurion rollout, with continued support from the CEB office.
  

Aurion Payroll – Term 4 Launch Target

We are currently in the build and configuration phase, working closely with our consultants and school representatives and aiming to sign off on the blueprint next week.

Next Steps:

• Develop training materials
• Deliver training to admin staff and payroll approvers

SIMON – Fee Module & UI Enhancements

The Fee Generation Module has been successfully completed and is now under evaluation.
The updated User Interface (UI) is scheduled for rollout by end of term and was officially launched at the recent SIMON User Conference.  Further information on the New SIMON User Interface can be found here.

Ongoing Support – Helpdesk Monitoring

Our Helpdesk team will actively monitor user feedback and support requests to identify any common themes or concerns during the transition period.

Psychology Team Update

Over the course of 2024 and into 2025, the CEB Psychology Team has undergone a number of changes.

• Following the departure of Mildura-based psychologist Carmen Jewell in 2024, Lisa Robb was appointed and commenced at the beginning of the 2025 school year. An additional 0.2 FTE was allocated to the Mildura-based position. Lisa has commenced work as a Provisionally Registered Psychologist while she completes her final requirements for full registration.
• The vacancy which arose due to Allan Hutchison’s departure from CEB at the end of 2024 has been filled by Bec Petrie, who is based at the Ballarat office. As Allan Hutchison’s role did not involve a student caseload, the addition of Bec to the team provides additional student-focused resourcing to the Psychology Team, which has supported a more equitable distribution of schools among the Psychology Team.
• Following an interim period, Tegan Bell has now been appointed to the role of CEB Senior Psychologist. The Senior Psychologist role supports the development of systems and processes that ensure consistency of practice across the team.

In addition to the changes listed above, the Psychology Team has been impacted by the Parental Leave of Positive Behaviour Specialist Ash Graham – last week, Ash and partner Tom welcomed a very healthy baby, Edward, into the world!

Following repeated unsuccessful attempts to replace Ash Graham, we are currently drawing on the resources of the whole of the Wellbeing Team to support the primary engagement of the Psychology Team in response to escalated cases of behaviours of concern.

Each member of the Psychology Team brings specific interest, expertise, and in some cases, specific training to support responses to behaviours of concern. In addition to these existing skills and expertise, Ash Graham has worked with the Psychology team to consolidate the practices and procedures that best serve heightened cases of behaviours of concern.

The intention now is that the Psychology Team will be able to offer a broader-based response to behaviours of concern. The psychology team will continue to triage cases as required, with behaviour referrals continuing to be a priority area. Tony Perkins (Leader Wellbeing) and Tegan Bell (Senior Psychologist) will maintain oversight of heightened cases of behaviours of concern to support an effective response and to maintain data tracking of such cases.

DOBCEL Safety Alert

Please see link below to the first alert in a new series of safety alerts being issued to highlight OHS related items, trends or concerns. The first is a timely reminder of slips, trips and falls on ramps and stairs and how to ensure they are maintained well.

New Psychological Regulations October 2025

Please see below link to an article from the Victorian State Government addressing new protection legislation coming into effect October 2025 to address mental health in the workplace.

https://www.premier.vic.gov.au/new-rules-protect-workers-mental-health

Whilst we don’t know for certain what the set requirements will entail; we know there will be a compliance code to guide us and the need to demonstrate compliance by December 2025.

We can safely suggest from years of past communications the new requirements will include:

1. Identify psychosocial hazards.
2. Control and eliminate risks where practicable.
3. Review risk control measures when needed.
4. Develop written prevention plans for hazards like aggression, violence, bullying, traumatic content, high job demands, and sexual harassment.
5. Provide prevention plans upon request by WorkSafe Victoria
6. Report certain psychosocial incidents to WorkSafe every six months.

More information and resources will be provided as we learn more.