EMPLOYER RESPONSIBILITY POLICY

Gorge Road School acts as a good employer and complies with the conditions contained in employment contracts to teaching and non-teaching staff. 

The State Sector Act requires every employer to treat employees fairly and properly in all aspects of their employment. 

This policy enables us to:

• develop and implement personnel and industrial policies within frameworks set by government

• ensure all employees maintain proper standards of integrity, conduct, and a concern for the well-being of students and public interest. 

• See Staff Conduct. 

• appoint appropriately trained and qualified staff to teaching and non-teaching positions

• promote high levels of staff performance through performance management, professional development, acknowledgement of staff achievements, salary units, and classroom release time 

• use educational resources effectively

• be proactive in policies, procedures, and actions related to student safety and welfare 

• recognise the educational needs of students 

• effectively and fairly deal with any concerns through our Complaints and Protected Disclosure procedures.

Objectives

The board:

• takes all reasonable steps to ensure that good and safe working conditions exist for employees, and responds to all reasonable requests made by employees

• reports in its annual report on the extent of its compliance as a good employer, including a summary of compliance with the school's Equal Employment Opportunities Policy 

• appoints the principal, through the appointment committee

• appraises the principal, or delegates the process to an independent appraiser or consultant

• recognises the need to ensure the safety of students and mitigates students being placed at risk by the actions of employees, through: 

  • robust recruitment and appointment processes

  • annual reports from the principal on the registration, certification, attestation, and police vetting of staff; and reports on appointments and any support being provided to teachers. See Implementation Audits and Reports

  • information, in committee, from the principal regarding complaints and concerns raised about staff, and the actions taken

  • complying with the mandatory reporting requirements to the Education Council under the Education Act, 1989, regarding staff dismissals, resignations, complaints, serious misconduct, and competence.

• makes budget provision to support training and development programmes intended to enhance the abilities of individual employees

• takes all other reasonable steps to ensure that it is a good and fair employer by responding to issues and concerns raised by employees.

• 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 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:

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

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

·       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.

This policy meets the aims of National Administration Guideline 3.

Legislation 

• Human Rights Act 1993

• Education Act 1989

• Vulnerable Children Act 2014

• State Sector Act 1988 

• Employment Relations Act 2000 

• Privacy Act 1993

• Health and Safety at Work Act 2015 

• Collective employment agreements

Reviewed Term 1, 2024

Procedures Reviewed Term 3, 2018