Policies

Human Resources Policy

Dec 3, 2023

Education [Early Childhood Centres] Regulations 2008: 47 1(a), (c)(i)(ii),1(e), 47 2

Rationale

Early Childhood on Stafford is committed to managing in accordance with quality Human Resource Management Practices.

Objective

Our Human Resource Practices ensure a safe and supportive work environment in which procedures for the appointment, retention and growth of quality teachers and support personnel will ensure our centre is staffed by quality Kaiako. All employees are supported by resources, training and clear processes which will enable them to function in an environment of high trust and clarity.  This creates a happy work environment with staff who are clear in the expectations and requirements of their roles, and the processes and procedures used for new appointments, induction, discipline and support of centre child protection requirements.

Appointments

All appointments will meet the following requirements:

  • Applicants will submit a Curriculum Vitae highlighting teaching (if it is a teaching application), strengths, philosophy, past employment (in last 5 years) and the names of referees and their contact details.
    Prior to appointment the successful applicant will have a safety check made up of the following 7 components as set out in the  Children's (Requirements for Safety Checks of Children's Workers) Regulations 2015
  • Verification of identity (including previous identities) (2 original sources -- 1 from the primary list eg Passport, birth certificate and 1 from the secondary list eg drivers licence) and an identity referee if no photo is used).
  • Be interviewed at least once
  • At least one referee contacted who is not a family member to confirm CV information (must contain previous 5 years of work with any gaps explained) is correct and that they would be suitable to work with children
  • their teacher registration status (and police check) were confirmed.
  • Been police checked if the above is not a certificated teacher
  • That a written risk assessment has been made by the Directors that reviews all the information gathered and that they will support the centre's Child Protection Policy and Procedures
  • That the information collected for this decision will be stored in the employee's personnel file and that periodic rechecking of all employees will be carried out every three years.

The following 4 of the 7 components will be completed:

  1. That the person hasn't changed their name and if so reconfirmation of their identity, also if ID has expired request to see new ID
  2. Information from any relevant professional organisation or registration body,
  3. A New Zealand police vet, and
  4. A risk assessment.

Once the appointment is confirmed, the successful applicant will be supplied with an Employment Agreement.  This agreement will contain in the appendix a job description and a copy of our centre's expectations.

When the successful applicant begins their new position they will be given access to the induction folder and Policy folder which will be supported by the Directors in their progress of developing Centre knowledge.  This will support will be documented. They will also be encouraged to work alongside one staff member of their choice to aid the acquisition of centre kawa.

Once employed our staff will have access to Staff professional development and yearly appraisal.  This will support their professional knowledge and help them grow as teachers and employees.

Performance Issues

Should problems exist and informal procedures not solve the issue, the following disciplinary steps will be used :

  1. Consider whether there is a good reason to start a disciplinary process.
  2. Inform the employee of the problem.
  3. Investigate the problem.
  4. Formal Meeting
  5. Further Investigations (if necessary)
  6. Second Formal meeting (if necessary)
  7. Consider what action to take, (if any)
  8. Preliminary decision
  9. Final decision

If such steps were implemented the directors will ensure that the staff member involved has access to external support during this process.

Definition of Serious Misconduct

We use the definition of Serious Misconduct from the New Zealand Teachers Council.

"This is defined in section 10 of our legislation but, practically speaking, any behaviour which calls a teacher's fitness to practice into question, puts a student at risk, or could bring the profession into dispute may be considered serious misconduct.   Types of serious misconduct include using unreasonable or inappropriate physical force on a child, having an inappropriate relationship with a student, neglect or failure to protect a child, theft or fraud, involvement in illegal drugs, impairment by drugs or all while at work (as a teacher), viewing pornography while at work (as a teacher or anything that is an offence punishable by 3 months' time in prison. "

References :

https://www.education.govt.nz/assets/Documents/Early-Childhood/Vulnerable-Children/VCANewexisting-employees.pdf

https://www.employment.govt.nz/resolving-problems/steps-to-resolve/disciplinary-action/disciplinary-process/

https://teachingcouncil.nz/faqs/faqs-conduct-and-competence-processes/#q5

See also

  • Early Childhood on Stafford Appraisal Policy
  • Staff Professional Development Policy

Adopted: July 2022

Review Date: June 2023

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