Relevant National Administration Guidelines

 

Nag 3: According to the legislation on employment and personnel matters, each Board is also required in particular to:

1. Develop and implement personnel and industrial policies, within policy and procedural frameworks set by Government from time to time, which promote high levels of staff performance, use educational resources effectively and recognise the needs of students.
2. Be a good employer as defined by the State Sector Act 1988 and comply with the conditions contained in employment contracts applying to teaching and non-teaching staff.

 

POLICY STATEMENT:

St Patrick’s supports the adoption of an appointment process to all staffing positions that is conducted in a confidential and professional manner. It is also recognised that some positions have unique characteristics and as such are subject to a process that differs from other staffing positions, these include the position of Principal and ‘tagged’ or special character positions.

 

Purpose:

1. To provide procedures for the Board of Trustees and Principal for the appointment of all staff to St Patrick’s School, Invercargill.
2. To provide procedures for the advertising of such positions

 

Related Documents:

“Handbook for Boards of Trustees of New Zealand Catholic Integrated Schools”, NZCEO Ltd. 2004

Policy on Privacy

Equal Employment Opportunities Policy

Good Employer Policy

Health and Safety Policy

Protected Disclosures Policy

Sexual Harassment Policy

Staff Appraisal Policy

 

Scope of Policy:

All staff of St Patrick’s School and Board of Trustees Appointments Committee.

 

PROCEDURE:

This Policy should be read in conjunction with the “Handbook for Boards of Trustees of New Zealand Catholic Integrated Schools”, published by the New Zealand Catholic Education Office Ltd, which details in Parts 4, 5,6,&7 important considerations for the appointment of all staff including those into Key staff and Tagged Positions.

 

• All applications for appointment must be treated with the utmost confidentiality by all personnel involved.
• The recruitment process will be conducted within the principles of equal employment opportunities and give consideration to the stated objectives of the EEO programme and the approach of affirmative action.
• All Teaching positions commence at the beginning of the next school term unless agreed otherwise.

 

Appointments Committee:

The appointment committee will:

·         Oversee and conduct the interviews for each appointment to management/senior positions

·         Make recommendations for the appointment of the successful applicant to the Board of Trustees

 

This committee includes the: Chairperson- Board of Trustees or delegate; Proprietor’s Representative, Principal, and the staff representative to the Board of Trustees and representatives of the minority or target staffing groups as required.

 

Any known or potential conflicts of interest for members of the Appointment Committee in relation to applicants must be declared immediately.

 

Advertising:

• All vacant and new staffing positions will be advertised to ensure the widest possible market for applicants.
• Permanent or long-term relieving positions, i.e. tenure of longer than two school terms, must be advertised nationally, preferably in the Education Gazette.
• the advertising of short-term relieving positions will be at the discretion of the Principal.

 

Interviews:

• Are held if the Appointments Committee and/or the Principal deem it necessary.

 

Appointments:

• The appointment of the Principal will be made in Consultation with the Catholic Education Office Consultative Committee and may involve the full Board of Trustees.
• The appointment to Senior Teaching Positions will be made on recommendation by the Appointments Committee and must be ratified by the Board of Trustees.
• Appointment of Scale A Teachers will be made by the Principal in consultation with the Syndicate Leader and ratified by the Board of Trustees.
• The appointment of Ancillary Staff will be made by the Principal and ratified by the Board of Trustees.
• Short Term relieving positions will be made by the Principal and ratified by the Board of Trustees
• All appointments are to be confirmed by the successful applicant in writing.

 

Appointment Documentation:

• All documentation and correspondence regarding applications will be dealt with by the Principal, except in the case of the appointment of the Principal in which case the responsibility rests with the Chairperson of the Board of Trustees.

 

 

Approved by: …………………………………………..

Chairperson

 

Date: