Sydney Catholic Schools Jobs: Vacancies, Benefits and Careers in 2026

Discovering Opportunities in Sydney Catholic Schools

Sydney Catholic Schools (SCS), the largest Catholic education system in Australia, oversees 147 primary and secondary schools across the Archdiocese of Sydney. Serving more than 74,000 students from diverse backgrounds, SCS provides a faith-filled, high-quality, low-fee education that emphasizes academic excellence, wellbeing, and spiritual growth. With a network spanning urban hubs like the Sydney CBD to suburban areas in the city's south, west, and north, these schools create vibrant learning communities rooted in Catholic values. For educators and support staff, working in SCS means contributing to a legacy of over 200 years of educational service, supported by dedicated parishes and a central team of experts.

The system's scale offers stability and variety, with opportunities in K-12 settings that cater to early childhood through to senior secondary levels. Recent developments, such as the commissioning Mass for the 2026 academic year welcoming 300 new teachers alongside principals and support staff, highlight SCS's ongoing expansion and commitment to refreshing its workforce. This growth reflects increasing enrollment and a focus on innovative teaching practices tailored to modern student needs.

Current Job Vacancies at Sydney Catholic Schools

As of April 2026, SCS lists around 19 active vacancies across its network, ranging from classroom teaching positions to administrative and support roles. These opportunities are updated regularly on the official careers portal, providing a snapshot of immediate needs in various schools and networks like Ashfield-Olympic Park and Auburn-Lakemba.

• Full-time temporary Classroom Teacher (Year 1) at St Patrick's Catholic Primary School, Kogarah – closing 1 May 2026.
• Part-time temporary Classroom Teacher at St Charles' Catholic Primary School, Ryde – closing 17 April 2026.
• Full-time permanent Grounds & Maintenance Officer at St Mary's Cathedral College, Sydney – closing 20 April 2026.
• Multiple full-time permanent secondary teaching roles at Marist College North Shore, North Sydney, including Secondary Languages Teacher (Italian), PDHPE Teacher, Religious Education Teacher, Mathematics Teacher, HSIE Teacher, and TAS Teacher – most closing 21 April 2026.
• Part-time temporary Drama/Music Teacher and Learning Support Officer at Sacred Heart Catholic Primary School, Mosman – closing 17 April 2026.

These roles exemplify the breadth of positions available, from specialist subjects to leadership like Assistant Principal at St Ambrose's Catholic Primary School, Concord West. Non-teaching vacancies, such as Supervisor: Accounts Payable at the Central Office, underscore opportunities beyond the classroom. For the full list and to apply, visit the SCS job vacancies page.

Teaching Positions: Primary and Secondary Roles

Teaching forms the heart of SCS employment, with demand for qualified educators in both primary and secondary contexts. Primary roles often involve multi-age classrooms fostering foundational literacy, numeracy, and faith formation, while secondary positions specialize in subjects like Mathematics, Science, Italian, PDHPE (Personal Development, Health and Physical Education), and Religious Education. For instance, the Diverse Learning Teacher role at Marist College, Eastwood, supports students with additional needs through differentiated instruction.

SCS prioritizes teachers accredited by the NSW Education Standards Authority (NESA), ensuring all staff meet rigorous professional standards. Salaries align with Catholic systemic scales, starting at approximately $91,397 for graduate Step 1 teachers in 2026, progressing to over $100,000 by Step 3, with averages around $104,766 reported. Promotion positions, like Assistant English Coordinator (1 point) at Marist Sisters' College, Woolwich, offer higher increments and leadership responsibilities.

Support and Non-Teaching Careers

Beyond teaching, SCS employs thousands in support capacities essential to school operations. Learning Support Officers (K-12) at schools like Marist College North Shore assist with inclusive education, helping students with disabilities or learning challenges through targeted interventions. Maintenance roles, such as the Grounds & Maintenance Officer at St Mary's Cathedral College, ensure safe, welcoming environments.

Central Office positions, like Accounts Payable Supervisor, involve system-wide administration, while Instrumental Tutor roles (part-time/casual) enrich co-curricular music programs. These diverse positions appeal to those passionate about education without direct classroom duties, offering pathways into leadership or specialized services.

Casual Teaching: Flexible Entry into SCS

Casual teaching provides an ideal starting point for gaining experience across SCS's 147 schools. Educators apply via the careers portal, selecting preferred networks on an interactive map. The Talent team reviews applications, matches candidates with principals, and fast-tracks onboarding upon interest. Once approved by P&C Services, casuals receive an Employee ID and can accept work.

Requirements mirror permanent roles: NESA registration to teach, relevant qualifications (e.g., four-year degree), and Working with Children Check (WWCC). Direct school contact is encouraged, and re-registration is straightforward for recent alumni. This pool system ensures steady work in dynamic environments, building networks for permanent opportunities. Download the Careers Portal Guide for tips.

Essential Requirements and Accreditation Process

To join SCS, candidates need NESA proficiency or conditional accreditation, a valid WWCC, and 100-point ID verification. Primary teachers typically hold a Bachelor of Education (Primary), while secondary require approved teaching qualifications plus subject expertise. Step-by-step accreditation involves initial registration via NESA, followed by SCS screening during application.

For Religious Education roles, additional theology qualifications or sponsorship for Graduate Certificates/Masters are available. All staff undergo reference checks and child safety training, aligning with SCS's zero-tolerance policy. Cultural context in Sydney's diverse Archdiocese values inclusive practices, with Reconciliation Action Plans supporting Aboriginal and Torres Strait Islander perspectives.

Competitive Rewards and Employee Benefits

SCS stands out with comprehensive benefits enhancing work-life balance. Key perks include 17.5% annual leave loading, up to 14 weeks paid parental leave (plus unpaid extensions), and long service leave after five years (3 months for first 10 years). Salary packaging up to $15,900 annually covers essentials, with extras like novated leases and device discounts.

• 15 days personal/carer's leave, uncapped accrual.
• Special family leave (1 day/year), athlete leave (up to 20 days for Olympics).
• 25% school fee discount for employees' children (from 2024).
• Free flu vaccinations, voice therapy sessions, 24/7 counseling.

Wellbeing initiatives via the Staff Wellbeing team include WHEREFIT discounts and hybrid work for office roles. Explore full details on the rewards page.

Professional Development and Career Growth

SCS invests heavily in growth through the LEAD framework: Emerging Leaders Course (mentorship/projects) and Aspiring Leaders (strategic planning). Faith formation covers Youth Ministry, RE curriculum, retreats, and World Youth Day every three years. Mandatory PD is online/face-to-face, with sponsorship for advanced RE/Theology studies.

Employee Referral Program rewards successful hires, while social justice initiatives like City Link Mentoring foster community impact. Case study: A graduate teacher progressing via scholarships to assistant principal exemplifies clear pathways in this supportive system.

Scholarships and Pathways for Aspiring Educators

SCS nurtures talent with scholarships: Future Teacher for school leavers, Excellence in Initial Teacher Education for university students, and Catholic Education Foundation Teaching Scholarship (16 recipients in 2026). These cover tuition, providing entry into SCS classrooms post-graduation.

Pathways include expressions of interest for casual/temporary/permanent roles, job alerts, and direct principal engagement. For non-teachers, school-level casuals require principal commitment.

Real-World Impact and Future Outlook

Employees report fulfillment in shaping faith-filled futures, with 300 new hires for 2026 signaling robust demand amid Sydney's population growth. Challenges like teacher shortages are met with innovative recruitment and retention, projecting sustained opportunities. Actionable insight: Tailor applications to specific networks, highlighting faith alignment and NESA status for faster placement.

SCS's future emphasizes needs-based funding, digital integration, and holistic success beyond NAPLAN, positioning it as a leader in Australian K-12 education.