Rationale: To encourage meaningful relationships between the management and staff of Bright Stars Educare and ensure there are clear procedures and policy in place.
Objective:
1) To ensure that the centre and management operate as a good employer and in return all staff of Bright Stars Educare operate as good employees.
2) To implement the staffing policy and procedures.
Procedure:
Staff Appointments Procedure
The Licensee will: Receive written notification of staff resignation and will compile qualities and attributes of a new successful applicant and advertise the position inviting prospective employees to forward their C.V. Receive C.V’s and short list applicants according to the qualities and attributes required for the position. Forward copies of job description and information regarding the centre. Prepare interview format including recording information and questions. Interview and select the best suited person for the position after checking references. Offer the position to successful person in writing and then forward the centre’s Staff Enrolment Pack with the contract for negotiation. Position will not be accepted until the applicant has successfully met the required safety check in accordance with the Vulnerable Children Act 2014 and when the contract is signed. Ensure the “Before Starting Checklist” is completed and the induction procedure below is followed.
Induction Procedure
Provide a warm welcome to the new staff member and provide staff member with the induction pack. Complete any necessary employment documentation. Supervisor to spend first 2 days with the staff member to help settle into new duties. Familiarise staff member with work environment and complete the “Induction on Commencement Checklist”. Supervisor to organise time with new staff member in 1 weeks time to discuss any concerns etc.
Performance Appraisal Procedure
The performance appraisal with staff will be completed biannually and reviewed regularly. Staff will complete the form and then meet with supervisor to discuss with them on how they rated themselves. Supervisor will then complete the rating scale and discuss with staff member any issues and set goals for the staff member. A copy is given to each staff member and is also placed in the staff member’s book for referral. Staff will also help to contribute to the staff appraisal form in order to help enhance each person’s performance. The performance appraisal will also be linked to the setting of professional development plans. The Staff appraisal document is a self assessment tool that will assist the staff member in gathering documentation required to achieve teacher registration status an important part of the Teacher Registration and Mentoring Programme.
Teacher Registration & Mentoring Programme
All teachers will be required to take part in a teacher registration & mentoring programme which will require completing the appraisal document, gathering evidence and attending professional development. Provisionally Registered Teacher’s will meet with their mentor monthly and Full Registered Teacher’s will meet each term with their mentor.
Professional Development Procedure
Professional development will be linked with the performance appraisal and the needs of the Centre. Management will ensure that funds are made in the annual budget for professional development of staff. Management will pay for all 1stAid Courses and Teacher Registration Costs providing staff member works a minimum of 12 months after receiving the 1st aid certification and/or Teacher Registration certification. Failing to do so costs will be recovered at staff member’s expense. Courses available to staff will be placed on the notice board in the staff room. Staff may attend courses with Management permission. Staff attending professional development are expected to present at the following staff meeting - to management and staff the information gained. Staff will support by implementing changes to the centre if agreed by educators and Management. A record of all professional development undertaken by staff will be kept. It will be encouraged that each staff member attends at least 2 professional development courses per year.
Discipline and Dismissal Policy
The complaint will be received as per complaints procedure. The issue will be discussed with the staff member concerned to ensure they receive a fair hearing and have the right to reply. Staff member may have a support person present. If considered necessary a formal warning is to be given verbally or for a more serious matter, in writing.
In the case of a second offence, discuss this issue with that staff member along with them having a support person and follow this with another written warning which includes actions to be undertaken. If there is a third offence, discuss this with the staff member along with a support person and along with a notice of dismissal. Management will use the conduct and competence flow chart and educationcouncil.org.nz to determine level of seriousness.
Serious Misconduct
This includes mistreating children, including corporal punishment, isolation of deprivation of food etc, using any form of physical or verbal abuse. Intentionally damaging the centre’s property or not ensuring the children’s safety is protected or theft of centre, staff or children’s property and being disloyal to the centre and management in public.
If serious misconduct occurs with a staff member then the following procedure applies:
Speak to the person and advise them of the allegation, asking for an explanation. Employer will carry out an investigation and staff member will be suspended but paid during this time. A meeting is arranged to discuss the allegation with the staff member allowed to bring a support person. Employer will consider the explanation and employer may then give a final written warning or dismiss the staff member instantly. Any wages that the employee is entitled to will be forwarded on to him/her. Serious conduct and competence issues must be notified to the Education Council immediately. Refer to educationcouncil.org.nz to report serious issues.
