One of the most important responsibilities of the school board is that of the legal employer of all school staff. The board is responsible for a range of decisions and tasks that arise during the employment relationship, including ensuring there are policies, plans and programmes in place to meet all requirements related to this role.
Collective Employment Agreements
A number of collective employment agreements (CEA) apply to board employees. As the employer, the board should be aware of the types of collective employment agreements may be in use within the school as these give guidance to the employment conditions of the board's staff.
Which collective employment agreements are relevant to your school? What sorts of information is in these agreements? Find out more here.
Learning Support Coordinator
The purpose of the learning Support Coordinator (LSC role) is to ensure children and young people with disability and additional learning needs have access to the services they need.
What does this mean for your school and board?
Boards And The Media
At times when the board is working through certain issues this can mean also working with media organisations. What does this mean for the board? Who is the media? And how does the board keep its students and community as a priority ?
Principal appointment is one of the most important and critical processes in enhancing the success of the school and raising student achievement. This module describes the planning stage of this process.
Preparing documents, time frames and the process for principal appointment.
Shortlisting is the process of narrowing down the applicants received to a shortlist of candidates the board wishes to interview. Learn more about this process here.
References and safety checking may be done at any time. It can be done prior to shortlisting but must be done prior to any final selections being made.
This module assists the board for the interview process of appointing a principal.
The appointment committee/board seeks to select the best suited person for the position. In making this decision, the law requires that this is undertaken in a fair and balanced manner.
The board has responsibilities for performance management of their principal. The board is required to develop a performance agreement and conduct the annual review. In this module we look at what this is.
The principal performance review is required for a number of reasons;
It is an employment agreement which is part of the Collective Employment agreement conditions.
The Teaching Council New Zealand Matatū Aotearoa requires principals to have current practising certificates- this process is tied into the appraisal.
Student achievement is the main focus of the board and the principal. The review process endorses a focus on this vital aspect.
This module discusses the cycle of performance review, what to consider if the board is also using an external consultant, and policies related to principal performance review.
This module provides the basic information which supports clear understanding for the board, the principal and the consultant (if used).
The principal performance review process is a key part of the board's role as an employer, and as well as a key contributor to improving student achievement. Getting the agreement set up well and everyone knowing their roles and the review process is crucial.
The Children's Act 2014
The Children's Act (CA) came into law in 2014. This Act requires boards and schools to comply with this legislation. Find out about the key features of this Act.
Each board of trustee is required by law to have a Child Protection Policy in place. Learn more about what is required in these policies and view sample policies
Find out what that an abbreviation or term means. Click into the first letter of the term to find out more.
Child Matters is a non-government organisation, registered with the Charities Commission. Child Matters is a national charitable trust dedicated to the prevention of child abuse.