Personnel

Outcome statement

The obligations and responsibilities of being a good employer are met by Southland Adventist Christian School.

Scoping

The board recognises its responsibilities and accountabilities to its employees which are achieved through its chief executive, led by the ideals of the Seventh-day Adventist Church in matters of faith, conduct and morals.

Delegations

The board delegates responsibility to the principal on all matters relating to the management of staff in the expectation that they will be managed in a sound, fair and respectful manner in accordance with the current terms of employment documents and identified good practice.  The principal is led by the ideals of the Seventh-day Adventist Church in matters of faith, conduct and morals.

Expectations and limitations

The principal must ensure:

• all employment-related legislative requirements are applied

• all employees understand their rights to personal dignity and safety and ensure that matters are resolved in an appropriate and fair manner

• a smoke-free environment is provided

• employment records are maintained, and all employees have written employment agreements

• management pay units for appropriate positions are allocated in a fair, transparent manner

• employee leave is effectively managed and reported so that:

  • • the risk of financial liability is minimised, operational needs are met, and the needs of individual staff are considered

    • board approval is sought for any requests for discretionary staff leave with pay

    • the principal is responsible for all leave requests up to 5 days, board approval is sought for any requests for discretionary staff leave without/with pay of longer than 5 days.

    • board approval is sought for any requests for staff travelling overseas on school business

    • the board is advised of any staff absences in the Principal’s Report.  If there are any absences that are outside of the norm, the board will be informed by email.

• effective and robust performance management systems are in place for all staff that include performance management reviews, attestations for salary increases and staff professional development

• a suitable professional development programme, which takes into consideration the requirements of the strategic and annual plans, is provided as part of each employee’s performance agreement

• the requirements of the Health and Safety at Work Act 2015 are met

• advice is sought as necessary from NZSTA advisers where employment issues arise, and the school’s insurer is notified.

Procedures

The following documents are available:

• Staff leave procedure

• Staff performance review (known as Staff Appraisal and Attestation)

• Storage of confidential information

The following procedures are in place:

• Appointments

• Confidentiality Agreement

• Equal Employment Opportunities

• Police Vetting

• Protected Disclosure

• Provisionally Registered Teachers

• Sexual Harassment

• Staff Appraisal and Attestation

• Staff Handbook

• Staff Induction

• Staff Leave

• Volunteer

Monitoring

The principal will prepare (or, where appropriate, delegate, co-ordinate and approve) a report(s) that

• Includes data on staff leave 

• Includes reporting on staff development opportunities undertaken

• Tracks progress and variance towards annual aims and key performance indicators re staff appraisal

• Informs the board of any significant changes in staffing

Legislative compliance

State Sector Act 1988

Employment Relations Act 2000

Privacy Act 1993

Health and Safety at Work Act 2015

Collective employment agreements

Domestic Violence - Victims' Protection Act 2018