NAG 3: PERSONNEL

TRENTHAM SCHOOL STATEMENT OF INTENT

APPOINTMENTS

Reviewed by Leadership – June 2021

Reviewed by BOT – June 2021

Ratified by BOT – June 2021

New review date – June 2024

PURPOSES

1. To ensure that vacancies are filled by appointing the best person for the position.

2. To ensure that appointments are made within the framework of the school’s philosophy and charter.

3. To ensure consistency in the appointment of staff.

4. To ensure that equal employment opportunity (E.E.O.) requirements are met.

5. To ensure safety checking requirements are undertaken to meet the expectations of the Vulnerable Childrens' Act 2014.

GUIDELINES

1. The Principal will advertise vacancies where required, provide a job description and criteria for appointment and supply these and an application form to applicants via the Office Manager.

2. Selection Committees will be arranged for advertised teaching appointments and will be responsible for short listing, interviewing and selecting the most suitable applicant.

3. The Principal will be responsible for training any new members of a Selection Committee and for providing relevant papers and interview questions.

4. For Principal appointments, the composition of the Selection Committee and procedures to be followed will be decided by the Board of Trustees in consultation with an independent consultant.

5. For leadership positions, other than Principal, the Selection Committee shall comprise the Board of Trustees Chairperson (or nominee), Principal and a nominated leadership person from the present permanent full time teaching staff, but excluding the incumbent.

6. The Selection Committee for permanent Basic Scale teaching appointments will comprise of the Principal, Deputy or Assistant Principal from that area and the Hub Leader responsible for that Hub.

7. Any Selection Committee may, at its discretion, co-opt other members for reasons of equity and/or expertise.

8. For all teaching positions, the Selection Committee shall recommend its preferred applicant to the Board of Trustees or standing committee for ratification.

9. Details arising either verbally or in writing, as part of the decision-making process taken by the Selection Committee, are to remain confidential. Notes pertaining to applicants are to be retained by the Principal for one term and then destroyed.
   

10. The documentation (CV, cover letter, application form) of successful applicants will be stored in their file in the principal’s office.
    

11. Support staff positions will be advertised locally and applicants will go through a process of appointment. In exceptional circumstances, a temporary support staff member may be appointed to the position as a short-term measure. Support staff will be selected and appointed by the Principal and/or delegate.
    

12. References, written or oral, will be required from professionals familiar with the applicant’s skills relevant to the position. Cross checks will be made to gain assurance on ‘fit character’ and service record.

13. The following safety checks will be undertaken on all fixed-term and permanent appointments:

• Identity verification

• Police vetting (undertaken by the Teachers Council for teachers)

• Interview of applicant

• Reference checks

• Verifying a teacher’s practising certificate

• Checking the online Teacher Register for the status of the teacher
  

14. Rescreening will take place every 3 years with a Police Vet and a check through the Teachers Council for teachers.

REFERENCE:

Safer recruitment, Safer children: Guidance for choosing safe people to work with children (2014)