• 01 What principals actually observe — the decision hierarchy and the default CRT list 3
• 02 Government vs non-government hiring — two different systems, two different strategies 3
• 03 How government panel and list systems work — TEPS, VIC translation, and state-by-state 4
• 04 Long-term relief positions — why they're worth taking and how to find them 6
• 05 When and how to ask about vacancies — timing, framing, and the pre-advertisement window 7
• 06 Framing CRT experience on your resume — strong vs weak patterns and cover letter approach 7
• ? Frequently asked questions 8

The decision hierarchy at most schools runs: availability and reliability first (can this person be reached? Do they turn up?), classroom management second (does the school run normally?), and curriculum knowledge third. Most CRTs focus their anxiety on number three — which is what university assessed. Number one is what gets you re-booked; number two is what gets you considered for permanency.

The practical target for the first six months is to become the default CRT at two or three schools. Schools maintain an internal list of CRTs contacted first — typically 5–10 names, managed by admin staff. Getting on this list is the goal.

Every 50 days of casual or temporary service in NSW public schools advances your priority date on the Approved to Teach list. The enhancement varies by school classification:

200 days at standard schools advances your priority date by approximately two years. Higher transfer-point schools (4, 6, or 8 points) typically attract enhanced or maximum TEPS rates. Keep your staffing codes, subject areas, and school preferences current in your online profile. [Source: NSW Teachers Federation, 2023]

Fixed-term teachers employed continuously at a Victorian government school for more than 12 months (or a full school year) can be offered ongoing (permanent) employment. When a suitable ongoing position becomes available that would otherwise be advertised, the principal must offer it to the eligible fixed-term teacher. This makes 12-month fixed-term relief positions in VIC strategically valuable. [Source: VIC DoE PAL, citing VGSA 2022 — verify at education.vic.gov.au if VGSA 2026 has been formally certified]

QLD state schools connect with casual and temporary teachers through the TRACER register (Teacher Relief And Contract Employment Register). From 2026, ClassCover is being rolled out as a modern supplement, beginning with a pilot in the Ipswich region. Permanent positions are filled through standard competitive application at apply.teach.qld.gov.au — no formal priority queue comparable to NSW TEPS exists.

Relief teachers register via the Casual Staff Seeker system; schools contact teachers directly for bookings. Permanent and fixed-term positions are advertised on Jobs WA (jobs.wa.gov.au). One formal pathway to permanency: the Country Teaching Program and Remote Teaching Service offer permanency after two years of continuous satisfactory service. Remote teachers also receive free housing and remote allowances of $15,370–$20,870/year. [Source: WA DoE, 2025]

South Australia uses the term Temporary Relief Teacher (TRT). TRTs register on the Employable Teacher Register (ETR) and access casual work through TRT cluster schemes — geographically organised networks of schools managed by a co-ordinator. Temporary contracts of 20 working days to 24 months are advertised on Edujobs (jobs.education.sa.gov.au). There is no formal queue or automatic conversion mechanism. Accepting a country posting is often the fastest route to permanency. [Source: SA DoE, 2025]

Tasmania uses the Teacher Fixed-Term and Relief Employment Register: teachers register their details and are contacted as positions become available. Permanent and fixed-term vacancies are advertised weekly on jobs.tas.gov.au and are open for application for 12 days. No automatic conversion mechanism. DECYP also offers the Teaching Internship Preparation Program (TIPP), which places final-year graduates in schools and offers permanency on successful completion. [Source: DECYP, 2025]

The ACT Education Directorate manages casual, temporary, and permanent teachers through a single portal: Jobs ACT (jobs.act.gov.au). Casual teachers apply to be added to the casual employment register, which closes on 31 December each year and reopens for fresh applications. Permanent and temporary positions are advertised on Jobs ACT as they arise. ACT TQI registration is required for all roles. The ACT is a small market (approximately 85 public schools) — repeat relief work quickly creates visible professional relationships with principals that carry weight in the competitive selection process. [Source: ACT Education Directorate, 2025]

NT relief teachers are employed directly by school councils rather than the Department — casual work is negotiated at the individual school level. For ongoing and fixed-term positions, teachers apply via jobs.nt.gov.au or join the Classroom Teacher Recruitment Pool through Teach in the Territory (teachintheterritory.nt.gov.au). Joining the pool involves a pre-assessment: document check and referee contact. NT remote schools regularly have ongoing positions available that are harder to fill than metropolitan Darwin roles, and teachers in remote schools receive substantial financial benefits under the NTPS Educators' Enterprise Agreement 2024–2027. [Source: Teach in the Territory, 2025]

A long-term relief (LTR) position is a temporary appointment covering one teacher's absence for weeks to months. For daily casual relief, a school sees you for 1–2 days at a time. An LTR gives the principal 6–20 weeks of sustained observation: curriculum delivery, student relationships, response to incidents, staff meeting participation. By the time the LTR ends, the principal has far more information about your readiness for a permanent role than any interview panel could generate.

Temporary teachers in NSW receive most permanent entitlements on a pro-rata basis, including annual salary — typically higher than the casual daily rate. See the CRT Pay Rates guide at teacherpassport.com.au/guides/crt-pay-rates for state-by-state comparisons.

At the end of a long-term relief block (the natural debrief with the principal), or after a term of consistent repeat bookings at one school. Not: after a single day's booking; not cold-calling a school where you haven't worked.

"I've really enjoyed working here this term. If a temporary or permanent position came up, I'd love to be considered. Is there a best way to flag that?" — Express your interest once, clearly and professionally, then leave it with the principal.

In non-government schools, principals typically know about a vacancy 2–4 weeks before it is advertised. A CRT who has expressed interest is often contacted in that window for an informal conversation before the formal process begins. In government schools, the formal process largely bypasses this window — but a principal who rates you can still support your application through the formal process and is more likely to do so if they know you are interested.

Volume demonstrates reliability. Repeat bookings at specific schools signal quality — schools do not keep calling a CRT who is unreliable. Year level and subject range demonstrates adaptability.

Separate long-term relief blocks from general casual entries:

Frame the CRT period explicitly as professional development: "Two years of casual relief teaching across 12 NSW schools gave me intensive classroom management experience across a wider range of student cohorts than most fixed-placement teachers encounter in their first two years. I have maintained sustained repeat bookings at [School A] and [School B], which reflects the reliability and professional conduct I would bring to a permanent appointment."

Lead with flexibility and classroom management, not content expertise. The panel can test content knowledge in the interview; reliability and adaptability in classroom management are harder to assess on the day.

1. How long does it typically take to go from CRT to permanent?

It varies by state, sector, and strategy. In NSW, 200 days at standard schools advances your TEPS priority date by approximately two years. In VIC, 12 months of continuous fixed-term service creates formal eligibility for an offer of ongoing employment. In WA, two years of country or remote service qualifies for permanency at the placement school. In non-government schools, 1–2 terms of reliable relief work at the right school can lead to an offer within a year. In QLD, SA, TAS, ACT, and NT, the path runs through competitive application with no formal queue.

2. What do principals actually look for when deciding to hire a CRT permanently?

Availability and reliability first (can this person be reached?), classroom management second (does the school run smoothly?), and curriculum knowledge third. Most CRTs focus energy on curriculum — which is the third priority. Teachers who convert CRT work into permanent roles fastest are reliably available, professionally consistent, and produce minimal management burden.

3. Is it worth taking a long-term relief position?

Yes. An LTR gives the school 6–20 weeks of sustained observation — far more than daily casual bookings. In VIC, 12 months creates formal translation-to-ongoing eligibility. In NSW, it contributes TEPS days in a concentrated block. In WA, two years of country service qualifies for permanency. It also generates substantially stronger resume entries and typically pays at the temporary teacher (annual salary, pro-rata) rate rather than the casual daily rate.

4. How do NSW TEPS and the Approved to Teach list work?

Teachers on the Approved to Teach list each have a priority date. TEPS advances that date by 6, 12, or 18 months for every 50 days of service, depending on school classification. Higher transfer-point schools attract larger enhancements. When a vacancy opens, the school works through central appointment matching candidates to requirements, then local choice if no central match exists. Keep staffing codes and preferences current so the system can match you. [Source: NSW DoE Staffing Procedure; NSW Teachers Federation, 2023]

5. How do I ask a principal about a vacancy without being awkward?

Ask at a natural endpoint — end of an LTR block or after sustained repeat bookings. Frame it as genuine interest: "I've really enjoyed working here. If a position came up, I'd love to be considered. Is there a best way to flag that?" In non-government schools, expressing interest early may mean being contacted in the 2–4 week pre-advertisement window before the job goes public.

Teacher Passport

Browse Permanent Roles

Find Permanent Teaching Jobs Across Australia

Government, Catholic, and independent school jobs across all eight states — updated daily from official sources. Filter by state, employment type, sector, or subject area.

All 8 states Government & Catholic Permanent positions Free to use

teacherpassport.com.au/jobs