The following PMSA Policies have been developed to ensure the care and protection of people within PMSA schools.
PMSA Child Safeguarding Processes
PMSA Child Protection Risk Management Strategy
School Child Protection Officers – Boarding House
School Child Protection Officers – Junior School
School Child Protection Officers – Senior School
Complaint procedure for non-compliance with student protection processes
Complaint procedure for non-compliance with student protection processes form
PMSA Policies, Child Safeguarding Policies, Processes and Procedures can be found here.
Policies and Procedures
The following policies and procedures are an essential part of day-to-day operations at Somerville House.
Accommodation and Welfare Policy – Overseas Students only (PDF 181KB)
Business Regulations (PDF 108KB)
Camera Surveillance Policy (PDF 167KB)
Complaints and Appeals Policy – International Students only (PDF 171KB)
Complaints Procedure Non-Compliance With Child Protection Processes (PDF 246KB)
Complaints Resolution Policy (PDF 326KB)
Record of Complaint Form – Somerville House Child Protection Processes (PDF 206KB)
Data Breach Policy (PDF 369KB)
Deferment, Suspension and Cancellation Policy – International Students only (PDF 180KB)
Enrolment Policy (PDF 353KB)
Requests for Student Information Guidelines (PDF 190KB)
School Refund Policy – International Students only (PDF 181KB)
Standard Collection Notice (PDF 187KB)
Student Progress, Attendance, Course Duration Policy – International Students only (PDF 224KB)
Student Transfer Request Policy – International Students only (PDF 178KB)
The Somerville House Employer Statement on Gender Pay Equity
At Somerville House, we are committed to fostering an inclusive and equitable workplace. We recognise the importance of addressing gender pay equity and are dedicated to ensuring that our compensation practices reflect this commitment.
Our approach to gender pay equity is guided by the principles outlined by the Workplace Gender Equality Agency (WGEA). We recognise that WGEA reports are but one metric that can be used to review continuous improvement in gender equity. It does not measure other initiatives the school engages in to ensure gender equity and gender composition remain a key focus for the school. While helpful, the reports reflect only a small amount of important work done to ensure an equitable workplace at Somerville House.
We are proud to state that we pay like for like in our roles, meaning that employees performing the same or comparable work receive equal pay, regardless of gender. Our centralised wage agreement for the majority of our roles further supports this by standardising compensation across all levels and departments within our organisation. We are very close to our data and continuously monitor and analyse our pay structures to ensure fairness and transparency.
To enhance our commitment, we conduct pay equity reviews and audits to identify and rectify any unexplained pay differences. This approach helps us understand why pay differences exist and allows us to establish more equitable pay practices. We also strive for greater transparency in our pay decisions, as we believe that openness builds trust and reinforces our dedication to fairness.
We are dedicated to maintaining a workplace where all employees feel valued and fairly compensated. We will continue to review and refine our practices to uphold our commitment to gender pay equity and ensure that our workplace remains inclusive and equitable for all.
