Teacher Passport
A neutral, practical overview of what it means to teach in Catholic schools (employment process, RE requirements, pay, accreditation, and sector culture).
Requirements vary significantly by diocese and school. This guide is for general orientation only. Always verify specific requirements with the employing diocese or school.
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Catholic schools educate around 20% of Australian students and employ more than 80,000 teachers nationally. The sector is structurally distinct from government and independent schools in ways that are poorly understood by most pre-service teachers — particularly those who didn't attend Catholic schools themselves. This guide covers the employment process, the RE accreditation requirement, pay and conditions, and the cultural differences that matter when you're deciding whether this sector fits.
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The Catholic school sector in Australia is not a single employer. It is a network of diocesan systems, each with its own education office, enterprise agreement, hiring process, and RE accreditation requirements.
Operated by a diocese through its Catholic Education Office. The diocese is effectively the employer — it sets pay scales, manages recruitment, and determines RE accreditation requirements. These make up the large majority of Catholic schools in most states.
Operate independently of the diocesan system. They set their own pay scales and have their own hiring processes, often with significantly more variation. Schools like St Joseph's College (NSW) or Xavier College (VIC) are examples.
When people say "Catholic schools", they usually mean systemic diocesan schools. The conditions, hiring process, and RE requirements in this guide apply primarily to systemic schools. If you're applying to a Catholic independent school, treat it more like an independent school with faith-based obligations layered on top.
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Catholic school hiring is more decentralised than government school hiring but more structured than most independent schools. The process varies by diocese, but most systemic schools follow a common pattern.
Most Catholic education offices maintain a talent pool or expression of interest register. Teachers register centrally; individual schools draw from this pool when positions arise. Registering with the diocesan office is usually the first step.
Catholic schools conduct their own selection process even within a diocesan system. The principal plays a significant role; interview panels often include a parish priest or community representative.
Most Catholic schools will discuss your relationship to the school's Catholic identity at interview. This does not require you to be Catholic, but you must be able to articulate how you'd contribute to a Catholic school community.
Standard employment checks plus Working with Children clearance. Some dioceses also conduct a National Police Check.
You do not need to be Catholic to teach in Catholic schools. Most dioceses employ non-Catholic teachers, particularly in shortage subjects. The expectation is that you support and respect the Catholic ethos — not that you share the faith. This varies by diocese; ask directly at interview.
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Religious Education (RE) accreditation is the most distinctive requirement of Catholic school employment, and the one most commonly misunderstood by pre-service teachers. It is separate from and in addition to your state teaching registration.
The requirement varies significantly by diocese. In some dioceses, all teachers employed in Catholic schools must hold or be working toward RE accreditation. In others, only teachers who formally teach RE require it. In most dioceses there is a tiered system with different levels for classroom teachers, RE teachers, and school leaders.
Completed through the diocesan Catholic Education Office, an affiliated provider (e.g. Australian Catholic University), or a diocesan online platform.
Catholic theology, the structure of the RE curriculum, and how to teach consistently with Catholic educational values.
Most dioceses allow newly appointed teachers one to three years to complete RE accreditation while employed. You don't usually need it before your first appointment.
Requirements vary significantly between dioceses. Always verify the specific RE accreditation pathway with the relevant Catholic Education Office before accepting an offer.
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Catholic systemic school pay is set by diocesan enterprise agreements, negotiated between the Catholic Education Office and the relevant union (typically the IEU). Pay scales broadly track government school rates, but the details matter.
Generally similar to or marginally below government schools in the same state; typically within 2–5%. The gap is narrow.
Available in most Catholic school systems. Can add $2,000–$5,000 per year to take-home pay beyond the base salary figure. Government schools do not typically offer this.
Comparable to government schools: annual leave, sick leave, parental leave. Some dioceses have negotiated additional leave provisions.
Paid at the statutory rate. Some dioceses offer a defined benefit scheme for long-tenured employees.
Compare total remuneration, not base salary. A Catholic school salary that appears $2,000 lower than a government rate may be equivalent or better in take-home terms once salary packaging is applied.
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Catholic schools vary enormously in how strongly their Catholic identity is expressed in daily school life. A large suburban comprehensive Catholic school and a small rural parish school are both Catholic schools, but the experience of working in each is quite different.
Prayer, liturgy, and pastoral activities are part of the school calendar. As a teacher you will be expected to participate respectfully, regardless of your personal faith.
Catholic schools often have deeper connections with their parish communities and parent bodies than government schools. This can mean a stronger sense of belonging — and a more visible personal profile.
Teacher turnover in Catholic systemic schools is generally lower than in government schools, particularly in regional areas.
Most Catholic schools enrol from their parish catchment with priority to Catholic families. They are not fully selective, but not open enrolment either.
Catholic school employers have exemptions under anti-discrimination legislation that allow them to take a teacher's conduct into account where it conflicts with the school's religious ethos. In practice this is rarely invoked — but it exists. If this concerns you, understand the diocese's position before accepting employment.
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Requirements vary significantly between dioceses. This guide provides general orientation. Always verify RE accreditation requirements, pay rates, and employment conditions with the relevant Catholic Education Office before applying.
Teacher PassportTeacher Passport aggregates Catholic school roles alongside government and independent positions across all states. Search, filter by sector, and set alerts for new Catholic school openings in your area.