Appointments Policy
St Patrick’s Catholic School, Te Awamutu
“the Lord sees not as man sees: man looks on the outward appearance, but the Lord looks on the heart.”
1 Samuel 16:7
RATIONALE
The Board of St Patrick’s Catholic School will ensure that the best applicants are appointed through a fair, rigorous appointments process that meets the legislative requirements of a good employer.
PURPOSES
This policy is to assist with the appointment of quality staff to any vacancy that may arise, including the allocation of Management Units, Within-School Leader positions and any other position available.
GUIDELINES
Appointments
When a full-time, permanent vacancy arises, an Appointments Committee with expertise relevant to the vacancy will be selected to carry out the appropriate appointment procedures.
In the event that the vacancy is for the Principal role the appointment is the responsibility of the board, which will determine the process under the expectations of the Catholic Education Office and seek NZSTA advice.
This Appointments Committee will be made up of the principal, at least one parent-elected Board member and one Proprietor’s representative Board member. The Committee may choose to co-opt in other people with necessary skills or perspectives.
The Board will delegate all matters pertaining to the appointment, including official offers of employment, to the Appointments Committee
The Board delegates to the Principal, in consultation with the Presiding Member, the ability to make appointments for any part-time or non-permanent positions
Appointments to Internal Positions and Allocation of Management Units
The Board delegates to the principal all internal role appointments
When there is an internal role to be filled, the principal will form a committee to assist selection
All staff members will have an equal opportunity to apply for such roles
40% of the Board’s allotted Management Units will be kept as fixed-term positions
Community of Learning | Kāhui Ako appointments:
Staff seeking the Communities of Learning | Kāhui Ako leadership role or the teacher across schools’ role must seek and receive consent from the board before applying for the role.
Equal Employment Opportunities
The school is committed to being an equal employment opportunity employer. The Board will comply with The Education and Training Act 2020, Section 597 , in having an EEO programme which is aimed at the identification and elimination of all aspects of policies, procedures and other institutional barriers that cause or perpetuate, or tend to cause or perpetuate, inequality in respect of the employment of any person or groups of persons.
Safety Checking
In accordance with the regulatory requirements for safety checking under the Children’s Act 2014, we demonstrate our commitment to the safety of children by adopting appropriate safety checking practices when employing school staff, whether core workers, volunteers or other. This policy is used in conjunction with the Child Protection Policy and school procedures on safety checking, police vetting and screening.
Reviewed: 29 September 2021
Monitoring:
Board enters own monitoring and reporting procedures (eg, the Principal will report on all vacancies and subsequent appointments as per policy outline.
Procedures / Supporting documentation:
Police Vetting procedure?
Safety checklist?
NZ Catholic Education Office Board of Trustees Handbook - Appointments
School Templates (staff recruitment checklist, application form, shortlisting matrix, interview matrix, reference checking matrix, letter of offer of appointment etc
Storage of confidential information procedure/process
Legislative Compliance:
Collective employment agreements
Education and Training Act 2020