When you can't find an educator, you may lose more than time A missing educator doesn't just create a rostering problem. Because childcare centres must meet educator-to-child ratios at all times, one vacant role can reduce the number of children a centre can enrol. If a centre can't fill the role, it may need to reduce places, combine rooms or close a room altogether. That's a direct loss of revenue. How quickly the revenue loss adds up Assume a centre charges $140 per child per day, a typical full-day fee for many long day care centres before Child Care Subsidy, and operates 48 weeks a year. If a missing educator means reducing full-time enrolments, the annual revenue loss can be substantial: 3 places lost: $2,100 a week, about $100,000 a year 5 places lost: $3,500 a week, about $170,000 a year 8 places lost: $5,600 a week, about $270,000 a year Losing just five full-time places could mean approximately $170,000 in lost revenue each year. Why one educator can affect several enrolments Educator-to-child ratios aren't optional, and educators must be working directly with children to count towards the ratio. Under the National Quality Framework, for example: Children from birth to 24 months require a 1:4 educator-to-child ratio. Children aged 24 to 36 months require a 1:5 ratio, so one missing educator in a toddler room can mean five fewer children. Ratios for children aged three to preschool age vary by state and territory, for example 1:11 in Victoria and 1:10 in New South Wales. So if a centre loses a Diploma educator and can't replace them, it may not be able to run a room at full capacity until the role is filled. Compare that with sponsorship Sponsoring a permanent educator through Vhire may cost approximately $13,500–$15,000 in year one. That includes a placement fee of around $8,500, paid only when you hire, plus employer-side migration costs. Sponsor a permanent educator through Vhire: about $13,500–$15,000 in year one Lose 3 enrolments: about $100,000 in lost revenue a year Lose 5 enrolments: about $170,000 in lost revenue a year Lose 8 enrolments: about $270,000 in lost revenue a year The potential revenue loss from reduced enrolments can be many times higher than the cost of securing a permanent educator. Sponsorship protects capacity Sponsorship isn't only about filling a vacancy. It protects your centre's ability to operate at full capacity. A permanent educator supports: Stable ratios and room operations Consistent care for children and families Stronger team continuity Less reliance on agency casual staff Protected enrolment revenue Vhire connects centres with registered migration agent partners for the sponsorship and visa process. Vhire is not a migration agent and doesn't give visa or immigration advice. Whether your centre is in regional New South Wales, Victoria or Queensland, South Australia, Western Australia, Tasmania, the Northern Territory or the ACT, you can brief us on a role at https://www.vhire.com.au/employers. Regional and remote centres across Australia These costs hit hardest in regional, rural and remote towns, where local educators are scarce and vacancies stay open longer. Vhire can help childcare centres in communities across every state and territory, such as: New South Wales: Dubbo, Orange, Tamworth, Wagga Wagga, Albury, Coffs Harbour, Bathurst and Broken Hill Victoria: Ballarat, Bendigo, Shepparton, Mildura, Warrnambool, Traralgon, Horsham and Echuca Queensland: Townsville, Cairns, Toowoomba, Mackay, Rockhampton, Bundaberg, Gladstone and Mount Isa South Australia: Mount Gambier, Whyalla, Port Augusta, Port Lincoln, Port Pirie, Murray Bridge and the Riverland Western Australia: Geraldton, Kalgoorlie, Broome, Karratha, Port Hedland, Bunbury and Albany Tasmania: Launceston, Devonport and Burnie Northern Territory: Alice Springs, Katherine, Tennant Creek, Nhulunbuy and Palmerston The simple takeaway If a centre can't find an educator and must reduce five enrolments at $140 per day, it could lose about $170,000 in revenue each year. Sponsoring a permanent educator may cost around $13,500–$15,000 in the first year, a far smaller investment than the revenue at risk. These figures are illustrative. Actual losses depend on occupancy, room structure, age group, daily fees and whether the centre can safely combine rooms. For centres operating near capacity, though, a missing educator can quickly become a major revenue issue.

Sponsorship sounds expensive, until you compare it with casual cover It's a common reaction from centre directors: “Sponsorship sounds expensive.” That's understandable. Sponsoring an educator from overseas involves a placement fee, migration costs and ongoing employer responsibilities. But when a Diploma educator role stays vacant, the alternative is often repeated agency casual cover, and over a year that can cost far more. A simple comparison Here's an illustrative example: A Diploma educator on a $71,000 salary A standard 38-hour week 12% superannuation A casual rate about 25% higher than the permanent rate A typical agency markup of about 30% on the casual rate On those assumptions, covering the role costs: Permanent educator ($71,000 + super): about $1,500 a week, or about $80,000 a year Agency casual educator: about $2,200 a week, or about $115,000 a year Covering the same role with agency casual staff for a full year could cost about $36,000 more than employing a permanent educator. What sponsorship costs in year one Using Vhire's model, a centre might pay: A placement fee of around $8,500, paid only when you hire $5,000–$6,500 in employer-side migration costs, including professional migration support That's approximately $13,500–$15,000 in year one. Compare that with agency casual cover for the same role: Sponsoring a permanent educator through Vhire: about $13,500–$15,000 in year one Agency casual cover for 12 weeks: about $27,000 Agency casual cover for six months: about $58,000 Agency casual cover for a full year: about $115,000 The key difference Agency casual cover helps a centre manage a vacancy. Sponsorship helps solve it. A permanent educator becomes part of the team, supports ratios, builds relationships with children and families, and reduces the need for last-minute cover. Sponsorship isn't simply a recruitment expense. It's an investment in workforce stability. Hiring from overseas with Vhire Vhire screens qualified early childhood educators, including candidates from overseas, and puts forward only those genuinely willing to work in your town. Vhire connects centres with registered migration agent partners for the sponsorship and visa process. Vhire is not a migration agent and doesn't give visa or immigration advice. Whether your centre is in regional New South Wales, Victoria or Queensland, South Australia, Western Australia, Tasmania, the Northern Territory or the ACT, you can brief us on a role at https://www.vhire.com.au/employers. Regional and remote centres across Australia These costs hit hardest in regional, rural and remote towns, where local educators are scarce and vacancies stay open longer. Vhire can help childcare centres in communities across every state and territory, such as: New South Wales: Dubbo, Orange, Tamworth, Wagga Wagga, Albury, Coffs Harbour, Bathurst and Broken Hill Victoria: Ballarat, Bendigo, Shepparton, Mildura, Warrnambool, Traralgon, Horsham and Echuca Queensland: Townsville, Cairns, Toowoomba, Mackay, Rockhampton, Bundaberg, Gladstone and Mount Isa South Australia: Mount Gambier, Whyalla, Port Augusta, Port Lincoln, Port Pirie, Murray Bridge and the Riverland Western Australia: Geraldton, Kalgoorlie, Broome, Karratha, Port Hedland, Bunbury and Albany Tasmania: Launceston, Devonport and Burnie Northern Territory: Alice Springs, Katherine, Tennant Creek, Nhulunbuy and Palmerston The simple takeaway A vacant educator role doesn't save money. Covering a Diploma educator vacancy with agency casual staff for 12 weeks may cost around $27,000. Sponsoring a permanent educator may cost around $13,500–$15,000 in the first year, and it helps solve the vacancy instead of repeatedly paying to manage it. These figures are illustrative and will vary with award classification, location, hours, agency rates, visa pathway and whether your centre is already an approved sponsor. Speak with a registered migration agent about the costs and steps for your centre.

When you're recruiting for your Victorian childcare centre, one of the most common questions is how to balance Diploma and Certificate III educators in your team. The answer depends on your NQF obligations, the rooms you're filling and your longer-term team development strategy. Here's a practical framework. WHAT THE NQF REQUIRES IN VICTORIA Under the Education and Care Services National Regulations as applied in Victoria, the requirements for qualified educators vary by service type, age group and the number of children enrolled. For centre-based long day care services, the minimum requirement is that at least 50% of educators working directly with children hold — or are actively working towards — an approved diploma-level or higher qualification. The remainder must hold, or be actively studying towards, an approved Certificate III qualification. This is the floor — the minimum legal standard. Many high-performing centres set a higher internal benchmark. THE ROOM LEADER QUALIFICATION REQUIREMENT Most centres want Room Leaders to hold a completed approved Diploma-level qualification, rather than be studying towards one. This is a firm requirement. A Certificate III holder cannot be appointed as Room Leader, and placing one in this role creates an NQF compliance risk that could affect your rating. When you're recruiting a Room Leader, the qualification is non-negotiable. Build this into your initial briefing and don't soften it during sourcing. WHEN CERTIFICATE III IS THE RIGHT HIRE Certificate III educators are the backbone of most childcare rooms. They bring energy, enthusiasm and direct care skills that complement the programming and leadership functions of Diploma-qualified Room Leaders. In rooms where you have a strong Diploma Room Leader in place, a high-quality Certificate III educator is often a better hire than a mediocre Diploma candidate. Experience with the relevant age group, genuine warmth with children and families, and a clear willingness to develop professionally matter more than the qualification differential between Diploma and Cert III. BUILDING A QUALIFICATION DEVELOPMENT PATHWAY The most successful regional Victorian childcare teams invest in their Certificate III educators' Diploma progression. This builds loyalty, reduces turnover and develops your future Room Leaders from within your own team rather than relying entirely on external recruitment. Vhire can identify Certificate III candidates who are actively enrolled in or planning Diploma study — providing your centre with both an immediate NQF contribution and a development-oriented team member. Contact Vhire at info@vhire.com.au or visit vhire.com.au/employers.

Your Room Leader is not just an educator. They set the programming direction, manage the daily rhythm of the room, mentor junior staff, communicate with families and hold your ratios together when things get difficult. Getting this hire right matters more than almost any other position in your centre. In regional Australia, Room Leader vacancies are the second hardest to fill after ECT roles. Here is what to look for — and what to avoid. THE QUALIFICATION BASELINE Most centres look for Room Leaders with at least a Diploma of Early Childhood Education and Care (CHC50121 or equivalent). Some centres in some states accept a Certificate III holder in an "acting" Room Leader capacity, but this is not a long-term solution and creates NQF compliance risk. For candidates with overseas qualifications, ACECQA assessment confirming equivalency to the Diploma level is required. Always verify documents. A surprising number of candidates misrepresent or misunderstand their qualification level during the application process. SKILLS THAT SEPARATE GOOD ROOM LEADERS FROM GREAT ONES Programming and documentation — Can they develop and document a coherent program aligned to the EYLF (Early Years Learning Framework) or MTOP (My Time Our Place for OSHC)? Ask to see examples if available. Communication with families — Room Leaders are the primary relationship holder with families in their room. Ask about their approach to difficult conversations — late pick-ups, developmental concerns, behaviour challenges. Mentoring junior educators — Great Room Leaders make Certificate III educators around them better. Ask how they have supported less experienced colleagues in previous roles. Ratio and compliance knowledge — They should be able to explain the educator-to-child ratios applicable in their room and state without hesitation. QUESTIONS THAT REVEAL REAL CAPABILITY "Walk me through your daily programming routine in your most recent role." — A strong Room Leader answers with specifics. A weak one gives you generalities. "Tell me about a time a child in your room had a challenging behaviour pattern. What did you do?" — Listen for: observation, documentation, family communication, consistency of approach. "What did your last centre do well? What would you have done differently?" — The answer reveals maturity, self-awareness and whether their values align with your centre's. "What is the main reason you are looking for a new role?" — Listen carefully. The honest answer predicts whether they will stay. RED FLAGS TO AVOID • Cannot explain their qualification without documentation in front of them • Vague about their WWCC status or has let it lapse • Has left three roles in the last two years — always ask why • Dismissive of the families in their previous centre • Cannot describe a single specific child outcome they are proud of HOW VHIRE RECRUITS ROOM LEADERS FOR REGIONAL CENTRES Vhire screens every Room Leader candidate against qualification verification, WWCC confirmation, structured competency questions and reference checks before presentation. We present a written candidate summary with our recommendation — not just a forwarded CV. Our national and international candidate pipeline reaches Diploma educators who are open to regional relocation but may never see your Seek listing. Contact Vhire at info@vhire.com.au or visit vhire.com.au/employers to fill your Room Leader vacancy.

Your NQF rating is built on many things — your program, your environment, your leadership, your partnerships with families and community. But at its foundation is this: you must have the right qualified educators, in the right ratios, every single day. In regional Australia, where the educator shortage is most acute, maintaining NQF-compliant staffing is the hardest operational challenge most centre directors face. Here is what you need to know in 2025. THE STAFFING STANDARDS UNDER THE NATIONAL LAW Under the Education and Care Services National Law and National Regulations, approved childcare services must maintain minimum educator-to-child ratios at all times. These ratios are set by state and territory and apply across age groups. In addition to ratios, the National Quality Standard (Quality Area 4 — Staffing Arrangements) requires that services demonstrate: • Staff are qualified and professional • Educators and coordinators are supported in their role • Effective management of educators and staff A service cannot achieve or maintain a high NQF rating — Meeting, Exceeding or Excellent — with ongoing staffing instability or unqualified staff being used to fill ratio requirements. QUALIFICATION REQUIREMENTS BY ROLE IN 2025 Centre Director / Approved Provider Representative: Must hold (or be actively working towards) an approved diploma-level qualification or equivalent. Nominated Supervisor: Most centres look for an approved diploma-level or higher qualification. The National Regulations focus on age, knowledge, supervisory ability and experience. Room Leader: Most centres look for an approved diploma-level qualification. This is a centre requirement, not a regulatory one. In some states, an approved Certificate III holder may be used in limited circumstances. Educator (counted in ratios): Must hold, or be actively working towards, an approved Certificate III or higher qualification. A grace period applies for those actively studying. Early Childhood Teacher (ECT): Required for certain age groups and ratios depending on the state and service type. Must hold ACECQA-approved bachelor or higher qualification in early childhood education. ACECQA ASSESSMENT FOR INTERNATIONAL QUALIFICATIONS Educators with overseas qualifications must have their qualification assessed by ACECQA before they can be counted in ratios or hold leadership roles. This process can take 3–6 months. Factor this into your hiring timeline if sourcing international candidates. THE WWCC OBLIGATION Every educator working with children must hold a current Working With Children Check (or equivalent) for the state in which they work. This is a legal requirement and must be verified before an educator's first day. A NSW WWCC is not valid in Victoria. A Victorian Working with Children Check is not valid in NSW. Always verify that the WWCC is for the correct state. WHAT HAPPENS WHEN YOU FALL BELOW REQUIRED RATIOS A service that cannot maintain required ratios must reduce the number of children in attendance to bring the service into compliance. This has direct financial consequences — reduced enrolments mean reduced CCS revenue — and reputational consequences with families and your regulatory authority. The Australian Children's Education and Care Quality Authority (ACECQA) and state-level regulators take ratio breaches seriously. Repeat or significant breaches can result in compliance notices, increased monitoring and in severe cases, licence suspension. HOW VHIRE HELPS REGIONAL CENTRES STAY NQF COMPLIANT Vhire's screening process verifies qualification status, WWCC validity and ACECQA equivalency for international candidates before any candidate is presented to a client centre. We don't present candidates whose qualifications will create compliance risk. We also understand the specific qualification requirements across different states and age groups, and we factor these into every candidate presentation. If your centre is at risk of falling below ratios, contact Vhire urgently. We have an active pipeline of qualified educators available for immediate and upcoming starts. Contact Vhire at info@vhire.com.au or visit vhire.com.au/employers.

The Nominated Supervisor is one of the most significant appointments an approved childcare provider makes — and one of the most legally regulated. Getting this hire right protects your service's registration, your NQF compliance and your reputation. Here's what Victorian approved providers and centre directors must understand before recruiting for this role. WHAT IS A NOMINATED SUPERVISOR? Under the Education and Care Services National Law, every approved service must have a Nominated Supervisor — an individual nominated by the approved provider to have overall management and control of the service in their capacity as Nominated Supervisor. The Nominated Supervisor must consent to their nomination and must possess the qualifications, skills, knowledge and experience to manage a quality service. The approved provider is responsible for ensuring the Nominated Supervisor meets these requirements. QUALIFICATION REQUIREMENTS Most providers look for a Nominated Supervisor with a completed approved diploma-level or higher qualification in early childhood education and care, or a relevant degree. The National Regulations themselves require a Nominated Supervisor to be at least 18, with adequate knowledge, the ability to supervise and manage, and relevant experience. An individual without a completed Diploma cannot be appointed as Nominated Supervisor. For services requiring a certain ratio of ECT staff, the Nominated Supervisor may also be required to hold ECT-level qualifications. LEGAL RESPONSIBILITIES OF THE NOMINATED SUPERVISOR The Nominated Supervisor role carries significant legal responsibility under the National Law. The Nominated Supervisor can be held personally liable for contraventions of the Law and Regulations that occur while they are in their role. This includes ratio breaches, qualification non-compliance, mandatory reporting failures and other regulatory obligations. Candidates for Nominated Supervisor roles should understand this liability clearly before accepting the role. Vhire briefs Nominated Supervisor candidates on this responsibility as standard. RECRUITING FOR A NOMINATED SUPERVISOR Given the qualification requirements, legal responsibility and leadership expectations, Nominated Supervisor recruitment requires a more thorough process than general educator recruitment. Key assessment areas: confirmed Diploma or higher qualification documentation, WWCC validity, demonstrated understanding of the National Law obligations, experience managing a team, track record of NQF compliance management, and motivation to hold the role with its attendant responsibilities. HOW VHIRE RECRUITS NOMINATED SUPERVISORS FOR VICTORIAN SERVICES Vhire applies additional screening depth for Nominated Supervisor roles, including specific assessment of candidate understanding of the National Law responsibilities and verification of all qualification documentation before presentation. Contact Vhire at info@vhire.com.au or visit vhire.com.au/employers.

Diploma of Early Childhood Education and Care (CHC50121) holders are among the most sought-after professionals in regional Australia's childcare sector. Room Leader, Group Leader and Educational Leader roles require Diploma-level qualifications — and regional childcare centres across NSW, VIC and QLD are competing fiercely for Diploma-qualified educators. Vhire is Australia's AI-powered recruitment platform connecting Diploma-qualified childcare educators with employers across regional NSW, VIC and QLD. We match your qualifications, experience and location preferences with the right opportunities. Diploma Childcare Roles Available Across Regional Australia: Room Leader roles (Diploma usually preferred) across regional centres. Group Leader and Team Leader positions. Educational Leader roles (combined with ECT in some centres). Second-in-charge (2IC) and assistant director roles. Diploma educator roles in family day care and OSHC. Permanent, full-time Diploma educator positions. Highest Demand Locations for Diploma Childcare Educators: Victoria — Shepparton, Bendigo, Ballarat, Warrnambool, Geelong, Wodonga. New South Wales — Dubbo, Orange, Tamworth, Wagga Wagga, Albury, Bathurst. Queensland — Toowoomba, Cairns, Townsville, Rockhampton, Bundaberg, Mackay. Salary Expectations for Diploma Childcare Educators in Regional Australia: Diploma educators in regional Australia typically earn between $58,000 and $75,000 per annum under the Children's Services Award — with Room Leader loadings and regional allowances applying in many centres. Salary varies by centre type, hours and responsibilities. Register with Vhire at vhire.com.au or contact info@vhire.com.au to find Diploma childcare jobs in regional Australia today. It's free for candidates.

Getting educator remuneration right is one of the most important decisions a NSW centre director makes. Underpaying drives turnover. Overpaying without a clear framework creates compression. And the right package in Dubbo looks different from the right package in Coffs Harbour. 2025 APPROXIMATE RATES WITH WORKER RETENTION PAYMENT The Worker Retention Payment adds 10% above the Children's Services Award rate from December 2024, rising to 15% from December 2025: Certificate III Educator: approximately $25–$28 per hour effective rate Diploma Educator / Room Leader: approximately $29–$34 per hour effective rate Early Childhood Teacher: approximately $35–$45+ per hour depending on experience Centre Director (small centre, under 40 places): approximately $75,000–$90,000 per annum Centre Director (medium centre, 40–80 places): approximately $85,000–$100,000 per annum Centre Director (large centre, 80+ places): approximately $95,000–$115,000+ per annum All rates are approximate and inclusive of WRP. Always verify current award rates through the Children's Services Award or your peak body. Excludes superannuation. THE REAL INCOME ADVANTAGE OF REGIONAL NSW Regional NSW educators earning these rates often pay much less in rent than they would in equivalent Sydney roles. The real income advantage of regional employment is material and should be communicated explicitly in every recruitment conversation. Contact Vhire at info@vhire.com.au or visit vhire.com.au/employers.

Starting a Vhire recruitment engagement for your NSW childcare centre is simple. Here's exactly how it works. HOW TO GET IN TOUCH Email: info@vhire.com.au Website: vhire.com.au/employers — fill in the employer enquiry form and our team will be in touch. WHAT HAPPENS NEXT After your initial contact, Vhire will schedule a 15-minute role briefing call. Once your brief is confirmed, we search our candidate network and the major job boards. For overseas hiring, Vhire connects centres with registered migration agent partners. You then receive a shortlist of 3–5 candidates, each with a profile summary, interview scorecard and check status. FOR URGENT NSW VACANCIES If your vacancy is creating an immediate ratio risk at your NSW centre, tell us on the first call. Vhire will take that into account when planning the search, for centres across Dubbo, Wagga Wagga, Tamworth, Orange, Coffs Harbour, Newcastle and all regional NSW communities. WE SERVE ALL OF REGIONAL NSW Vhire recruits across all of regional NSW — from the Orana region's Dubbo and Orange to the Mid North Coast's Coffs Harbour and Kempsey, from the Riverina's Wagga Wagga to the New England's Tamworth and Armidale, from the Northern Rivers' Lismore to the Far West's Broken Hill. We look forward to hearing from you. Contact Vhire at info@vhire.com.au or visit vhire.com.au/employers.

Working With Children Check compliance is one of the most commonly misunderstood elements of NSW childcare recruitment — particularly for centres near state borders or recruiting interstate candidates. NSW WWCC — THE ESSENTIALS Every educator working in an NSW childcare centre must hold a current, valid NSW Working With Children Check (WWCC), issued by the Office of the Children's Guardian (OCG). The NSW WWCC is an employee check (free for volunteers, $80 for employees). CROSS-BORDER ISSUES FOR NSW CENTRES Victorian WWCC: NOT valid for NSW childcare work. ACT WWCC: NOT valid for NSW childcare work. Queensland Working With Children Check: NOT valid for NSW childcare work. Centres in Albury, Queanbeyan and Tweed Heads face this issue regularly. Educators from Wodonga (VIC), Canberra (ACT) or the Gold Coast (QLD) must obtain an NSW WWCC before being counted in ratios. TIMELINE CONSIDERATIONS NSW WWCC processing typically takes 1–6 weeks depending on the applicant's history. For interstate candidates, factor this into your hiring timeline — an offer can be conditional on NSW WWCC being obtained before start date. HOW VHIRE MANAGES NSW WWCC COMPLIANCE Vhire confirms NSW WWCC validity as a non-negotiable element of our 7-point screening checklist. We never present a candidate for a NSW role without confirming NSW-specific WWCC status. Contact Vhire at info@vhire.com.au or visit vhire.com.au/employers.

Ask most NSW centre directors how much a vacant educator position costs and they'll quote the unfilled wages. The real number — including lost revenue, compliance risk and team strain — is dramatically higher. THE FINANCIAL BREAKDOWN Lost enrolment revenue: When you're short an educator, you cap enrolments to maintain NQF ratios. For example, at $120 per child per day, five capped enrolments over four weeks = $12,000 in lost revenue. Casual relief costs: Casual rates run approximately 25% above permanent equivalent rates. Four weeks of casual coverage: $4,000–$6,000. Management time: A centre director can spend many hours per vacancy on advertising, reviewing applications, phone screens, interviews and references. At the effective hourly value of a director's time, this adds up quickly. Secondary turnover: Team strain from a vacancy drives secondary departures. One resignation can trigger another — multiplying all costs. TOTAL COST Add these together and a single educator vacancy lasting four to six weeks can cost a regional NSW childcare centre far more than the unfilled wages alone. With Vhire there is no upfront fee: you pay only when you hire, with the invoice issued on the educator's start date and 14 days to pay. Contact Vhire at info@vhire.com.au or visit vhire.com.au/employers.

Tenterfield sits in the northern New England Tablelands near the NSW-Queensland border — one of Australia's most historically significant regional towns and one of its most isolated childcare markets. Sir Henry Parkes delivered his Federation Speech in Tenterfield in 1889, setting in train the process that led to Australian nationhood. THE FEDERATION HERITAGE PROPOSITION Tenterfield's Federation story — the School of Arts, the Saddler's shop made famous by Peter Allen's song, the historic streetscape — gives it a distinctive national identity. For educators with Australian history interests, Tenterfield's heritage is a genuine attraction. PETER ALLEN AND THE TENTERFIELD SADDLER Peter Allen's famous song "Tenterfield Saddler" made Tenterfield famous to a generation of Australians. The saddlery is still there. For educators of a certain cultural orientation, the Peter Allen connection creates a specific and affectionate community identity. BORDER RANGES AND BALD ROCK Bald Rock National Park — home to Australia's largest exposed granite rock — and the Border Ranges provide spectacular outdoor lifestyle for Tenterfield educators who value wilderness and dramatic landscape. Contact Vhire at info@vhire.com.au or visit vhire.com.au/employers.