Staff Appointments Procedure
TAMARIKI BOARD OF TRUSTEES
STAFF APPOINTMENTS PROCEDURE
PERMANENT AND FIXED TERM
NAG 3
Linked to: POLICY ON STAFF APPOINTMENT
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Responsibility |
Action |
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The principal and current staff |
1. |
Determine whether a vacancy actually exists, and what kind of vacancy it is, in accordance with the requirements of the Board policy, legislation and guidelines of the Ministry of Education and NZSTA and NZEI. |
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2. |
Prepare an application package which will include a job description, application form and information in regards to our Special Character. |
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3. |
Advertise the position. This advertisement shall invite expressions of interest, and clearly specify that the applicant must be able to work within the Special Character, and will contain a description of duties of the position. Advertise long-term relieving (more than one term) positions internally, or in the Education Gazette or other local publication, as required. Transparency and fairness of process are important principles for any appointment, especially those involving related party transactions. |
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4. |
Form an appointment committee based on agreed delegations. All appointment committee meetings are deemed to be “public excluded” meetings of a BOT subcommittee in terms of the Local Government Official Information and Meetings Act. |
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Applicant |
5. |
Email the school to request an application package. |
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6. |
Apply with the application form provided, before the closing date. Include a cover letter, your CV and any material you wish to support your application. |
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Administration staff |
7. |
Receive the applications and acknowledge them with a standard letter or email. Keep them confidential and secure and keep a computer file or database for managing them. |
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Appointment committee |
8. |
Shortlist applicants. Contact referees for top applicants. Use the New Employee Checklist to ensure all proper checks are undertaken before and during the interview process. If there are no suitable applicants, re-advertise the position. |
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9. |
Conduct interviews. |
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10. |
Make an appointment, after completing all reference and background checks. |
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11. |
Make sure all the required documentation is completed and filed in the employee's file. |
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12. |
Notify unsuccessful interviewed candidates by phone. Send written notification to all candidates, and return their documentation (if requested), ensuring all notes and referees' checks have been removed. |
Appointment Committee
The Appointment Committee's responsibilities include:
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creating a timeframe for advertising and filling the position
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creating the advertisement for the Education Gazette (and local newspapers, depending on the position)
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compiling the application package
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selecting candidates to interview
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conducting the interviews
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undertaking referee and other checks to verify the candidate's qualifications, identity, and suitability to work with students
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recommending the preferred candidate to the board of trustees
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notifying the successful and unsuccessful applicants within the agreed timeframe
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completing and forwarding a New Appointment form to Payroll
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initiating the school's induction process.
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Position |
Appointment Committee |
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Principal |
A full board meeting considers and determines the make-up of the appointment committee. |
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Permanent teaching staff |
The appointment committee will comprise of at least; the Principal, a chairperson of the board of trustees, and a proprietor’s representative. |
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Part-time teachers, relievers and other staff (fixed-term of more than one term) |
Appointed by Principal in consultation with BoT chair or delegate. |
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Part-time teachers, relievers and other staff (fixed-term of up to one term) |
Appointed by Principal in consultation with BoT chair or delegate. |
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Support staff Reviewed & Adopted: NOV 2017 Next Review: NOV 2020 |
Appointed by Principal in consultation with BoT chair or delegate. RRe |
