3.2 NAG 3.2 Staff Appointments and Induction

6.9.2018

P & P No: 3.2

Staff Appointments and Recruitment Procedure

Purpose:

To appoint the most suitable applicant to positions according to identified criteria and identified school needs.

Guidelines:

  • The Principal on behalf of the Board will look at the requirements for staffing of the school as a whole as part of the appointment process.
  • Generally it is preferable to identify permanent full time positions wherever possible, although there may be times where this is not possible due to the temporary nature of funding or other contractual restrictions – especially in the case of the Outreach Service.
  • Staff, whether teaching or non-teaching, can be required to work in or at any of Arahunga’s operations or roles, as directed by the Principal regardless of their initial employment deployment.
  • The Recruitment and Appointment of permanent teaching staff is formally done by the Board of Trustees with the guidance of the Principal.
  • The Principal and Board have the final say in the employment of all permanent staff, but may allow or request the input of other staff into this process if they feel this is appropriate.
  • Regional Managers have been delegated some employment responsibilities on behalf of the Board of Trustees as outlined in their job descriptions, including the employment of fixed term staff with the approval of the Principal.
  • Newly appointed staff will receive a letter of appointment stating the position (fixed term/permanent) and duration.
  • The Letter of Appointment for new staff will include a statement to the effect that the person is appointed to a position with Arahunga, and the Principal and Board reserve the right to direct staff to work in or at any of Arahunga’s operations or roles.
  • The official Letter of Appointment for Teacher Aides and other support staff must state that the offer of employment remains conditional until the police check has been completed and is satisfactory, using suggested wording from NZSTA.
  • This clause is not required in the Letter of Appointment for teaching staff who are police vetted as part of their teacher certification requirements, however, this employment letter must state the necessity of current teacher certification with the Education Council.
  • Teaching staff at the school are entitled, under the appropriate Collective Employment Contract, to Special Duties Allowance after one terms employment, based on the specific and identified needs of Arahunga students in all the regions within Arahunga operates. (Please note: this is not equivalent in purpose to the Dirty Work Allowance which Teacher’s Aides are entitled to.)
  • Staffing levels for teacher aides in Arahunga’s operations are allocated by the Regional Manager, as delegated by the Principal, based on student learning needs – Team Leaders may be authorised to maintain these with approval of the Regional Manager.

Staff Health and Safety Notes Specific to Arahunga’s Context:

No staff member may be present with students who has an injury which may be further aggrevated by student unpredictability or by unexpected physical contact from a student. Because of this there are no light duties available for people working in the roles of:

  • Specialist teacher
  • Teacher’s Aide
  • Classroom based roles

Teacher’s Aides received Dirty Work Allowance for attending to incidents such as soiled nappies and clothing. Teachers may supervise this work but are not to perform the work for them. (Please note: this is not equivalent in purpose to the Special Duties Allowance which teachers are entitled to.)

Induction Procedure

Purpose:

  • Ensures maintenance of the school vision, direction, and culture
  • Introduces new employees or volunteers to the management procedures and systems developed in Arahunga, including those relating to safety
  • Supports a smooth transition into employment with Arahunga

Guidelines:

  • Refer to the School’s “Induction Booklet”. This is held in the School Office.
  • The Completion of a “Consent to Disclosure of Information Form” (available from NZ Police Licensing and Vetting Service Centres) is part of the school’s Induction procedure, as given in the Induction Booklet. Please see guidelines on http://www.police.govt.nz/vetting-guidelines
  • The official Letter of Appointment must state that the offer of employment remains conditional until the police check has been completed and is satisfactory.
  • The completion of the Code of Conduct is part of the school’s induction procedures, as given in the Induction Booklet.
  • The Code of Conduct is also completed annually by all staff and all volunteers.
  • The process of induction is recorded on a school form and put on the employee’s personal file.

Use of Voluntary Personnel

Purposes:

Where and when it is appropriate and safe Arahunga welcomes volunteers. They are a way of:

  • Including the wider community in the life of the school.
  • Giving our students a wider range of communicative partners.
  • Providing a higher level of supervision for particular programmes.
  • Assisting community members with work experience placements which may lead to employment opportunities both within and outside our school.

Guidelines:

  • All volunteers must be approved by the Regional Manager, or in their absence the Executive Officer or Principal.
  • It is important that volunteers are suitable people to work with students who have specific and identified needs.
  • No volunteer can commence work at the school until the police clearance has been received, and they have undergone induction procedures.
  • No volunteer may be present with students who has an injury which may be further aggrevated by student unpredictability or by unexpected physical contact from a student.
  • Voluntary personnel must sign the Code of Conduct.
  • Voluntary staff must be shown a copy of the school development plan’s staffing structure page that explains how the school works and their role within this structure.
  • Volunteer personnel are not able to use the school’s contacts or resources for personal gain.

Important note to staff re volunteers:

Volunteers are not staff, and therefore there are some restrictions in the kinds of activities they are able to undertake. These restrictions are as follow:

  • Volunteers are not to carry out personal care tasks with or for students such as toileting.
  • Volunteers should not be asked to assist with the feeding programmes of students who have difficulties with feeding or who are tube fed unless both related to the student and authorised in writing by the parent/caregiver.
  • Volunteers should not be left alone with students, whether within the class or school environment or out on a trip instead they should be accompanied by an experienced staff member who is able to guide their actions.

Review schedule: Within 3 years

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