St Patrick’s School

EQUAL EMPLOYMENT OPPORTUNITY POLICY

Relevant National Administration Guidelines

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

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.
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 development and implementation of an equal employment opportunities programme and is committed to the goal of freedom from discrimination. We recognise the need for an active approach to the achievement of equal employment opportunities in the employment we offer.

Purpose:

The purpose of this policy is to ensure that all employees and applicants for employment are treated fairly and according to their skills, qualifications, abilities and aptitudes without regard to irrelevant factors as outlined in the Human Rights Commission Act 1993.

Related Documents:

Policy on Privacy

Appointments 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:

Recruitment of New Staff

All vacant and new staffing positions will be advertised to ensure the widest possible market for applicants.

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 affirmative action.

The appointment panel may include representatives of the minority or target staffing groups.

Ongoing Equal Employment Opportunities Programme

Objectives:

Will provide an opportunity for the support and development of all employees and a targeted focus on those employees from the target groups.
Outline the goals and tasks to be achieved in throughout the year including consultation with key groups, ongoing monitoring and informal and formal reporting to stakeholder groups.
Provide the opportunity for the annual review of the equal employment opportunities programme and the establishment of further initiatives and focus areas.

Approved by: …………………………………………..

Chairperson

Date:

Equal Employment Opportunities Programme 2005/2006

Initiative	Key Tasks	Timeframe	Person (s) Responsible	Review Date
Review EEO Policy	Review existing policy and draft policy with amendments. Draft submitted to the Board of Trustees	July/August 2005 August Board meeting	Annette Dunn Nicki Kitson As above	February 2006
Appoint Equal Employment Opportunities Coordinator	Individual(s) identified and appointed Determine the key roles and functions of the EEO coordinator and the role of other staff involved	August Board meeting September/October 2005	Board of Trustees EEO Coordinator Board of Trustees	February 2006
Establish EEO programme for 2005/06	Determine key target group. Draft Questionnaire and distribute Collate results and report findings to Board of Trustees and staff with recommended action plan to address any issues or initiatives identified.	August 2005 August/September 2005 September/October 2005	EEO Coordinator	February 2006
Review current Employment Policies	Review and amend policies and distribute for comment from key stakeholders	October/November 2005	EEO Coordinator Board of Trustees Staff	February 2006