Appointment Procedures

Appointment Procedure 

Gorge Road School is an equal opportunities employer. We appoint appropriately trained and qualified staff to all teaching and non-teaching positions, and strive to find the best person for each position. We recognise the importance of Tikanga Māori. 

Our appointment process meets the requirements of the Vulnerable Children Act 2014.

The board delegates the recruitment and appointment process to the principal and senior management but may be represented in the appointment committee. The principal reports to the board on staff appointments and, as part of the self-review process, annually reports to the board that the appointment procedure and the appointment committee delegations accurately reflect practice. 

The principal and presiding member

1. Determine whether a vacancy actually exists, and what kind of vacancy it is.

2. Prepare an application package.

3. Advertise 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.

 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. 

Applicant

5. Request an application package from the school.

 6. Apply with the application form provided, before the closing date. Include your CV and any material you wish to support your application.

Administration

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.

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.

9. Conduct interviews.

10. Make an appointment, after completing all reference and background checks. 

11. Make sure all the required documentation is completed and filed in the employee's file.

12. Notify unsuccessful interviewed candidates by phone

. Send written notification to all candidates, and return their documentation, ensuring all notes and referees' checks have been removed. 

More appointment procedure information (including templates) can be found on the NZSTA website, including a guide for the board, Effective Governance: Recruiting and Managing School Staff.

Reviewed 2021

Employment Contracts

See the Ministry of Education Collective Employment Agreements for information about:

• Support Staff

• Teachers

• Principals

See the Ministry of Education for more information about Individual Employment Agreements.

Reviewed 2021