Rationale

Papatoetoe Intermediate School Board of Trustees receives a number of Management Units generated by roll numbers each year. This policy sets out the process for the distribution of these Management Units, to ensure that this process is fair, equitable and transparent enhancing student achievement.

PURPOSE

To appoint the most suitable applicant to positions at this school.

RATIONALE

An effective school is one with vision and philosophy which is clearly understood and where all staff and students are well motivated to meet realistic goals. Effective staff appraisal against performance standards and criteria supports these ends.

Ongoing support and monitoring of performance is intended to achieve improved outcomes for students through the proper professional development and commitment of staff.

RATIONALE

From time to time the Principal or the Board of Trustees will receive a complaint about the actions of a member of staff. This complaint may come from a parent, fellow staff member or even a pupil.

GOALS

To enhance learning by ensuring that the curriculum is not-sexist and non-racist and that any disadvantage experienced at the school by students, parents, or staff members because of gender, religious, ethnic, cultural, social or family background is acknowledged and addressed.

RATIONALE

The Board of Trustees as a good employer defined in the State Sector Act 1987 wishes to promote high levels of staff performance and to ensure that competent and appropriately qualified personnel are employed.

RATIONALE

In the case of staff discipline, the provisions of the relevant collective or individual contract will be followed. The following is a guide for the school.

RATIONALE

Although individual or collective agreements (Primary Teachers' Collective Contract Part 3) have statements covering staff competency, it is necessary for the School to have clearly defined processes to ensure such agreements are implemented and that any processes are fair to all those involved.