Recruiting a hub leader

CHA have outlined some key skills and attributes to consider when recruiting a new hub leader. Remember the person is not employed to deliver programs, but is there to coordinate programs, work to meet the needs of families, and work with stakeholders and networks. Being a good communicator is key. 

• Interpersonal – active listener, empathetic, good communicator, negotiator, builds trust and rapport with individual and families.
• Personal attributes – creative and innovative, culturally aware and sensitive, resourceful and adaptable, reliable and trustworthy, enthusiastic and positive, self-driven and motivated.
• Stakeholder engagement – can build strong relationships to meet outcomes, is able to work as part of a team within the school, local and national hub leader network.
• Administration and reporting – project management skills, recording and reporting data and qualitative information, strong organisational skills, good use of technology and IT.

When you’re looking to recruit your hub leader, one of the most important things to get right is what contract and salary they should be on.  This is ultimately the decision of the school principal. Some of things to consider include whether you want a teacher or education support officer in the hub leader role and whether employment is contract or permanent and ongoing.  The advice we’ve had from principals is to have a think about what role you need your hub leader to play in your school community and then work out whether the skills required sit more with a teacher position or an education support officer.  

In terms of whether to contract or offer a permanent role, some of the new schools to our network initially start their new hub leader in a contract role before moving them to permanent once they’ve established themselves. 

Each state education department has different employment guidelines and it’s worth reviewing these as you consider the employment of your hub leader. 

Throughout their time in the hub, hub leaders are encouraged to speak directly to their school principal or office manager with any questions they have about their employment given decisions about employment sit directly with the school.  

As the role is not teaching-specific, it’s important to advertise the role on numerous job sites including Seek, Infoexhange, Ethical Jobs and Pro Bono Australia. This broadens the scope and potential skill set of those interested in the role.

Given that you want the hub leader to be well known in the school community, it’s important to consider whole-of-school events and meetings where hub leaders should be present, heard and involved. As the role is part time, it’s important to negotiate days of school assemblies, staff meetings and hub leader meetings. Be sure to check in with your support coordinator if you need an extra interview panel member.

Interview questions
Consider reaching out to other schools in the network to see if there are key questions to ask at an interview. It’s important for hub leaders to understand that they are working to support the school and community. They need to be both a community connector, good at forging relationships with individuals and stakeholders and managing the reporting and administration requirements of the role. IT skills are a must and are critical to the success of a hub.