OAS Discipline and Competency Policy

DISCIPLINE AND COMPETENCY POLICY

Personnel (National Administration Guideline 3)

RATIONALE

Principals have the responsibility to act when teacher performance gives concern. In dealing with issues related to competency or discipline it is important that the Board acts in a fair and reasonable manner as a good employer.

PURPOSE

1. To define the difference between discipline and competency.

2. To ensure the Board complies with all regulations and the provision of the relevant employment contract where procedures related to discipline, competence or dismissal are necessary.

GUIDELINES

1. Competency can be understood as demonstrating a sufficient level of knowledge, skill and motivation to meet the demands and requirements of the teaching job satisfactorily. Action on teacher competency aims to improve performance. Only the principal can instigate competency proceedings for the teaching staff. The introduction of Professional standards clarifies the expected standard of performance and therefore what constitutes unacceptable performance before (competency procedures are commenced).

2. Disciplinary action will be indicated when an employee's conduct is in question.

3. All reasonable efforts will be made by the principal and Board to resolve issues at as early a stage as possible.

4. A system of verbal and written warnings will be used as disciplinary measures. Verbal warnings will precede written warnings. All warnings will be placed on the staff member's file. The aim is to change the employee's behaviour.

5. Staff members facing alleged breaches of discipline or competence will be advised in writing of the right to request representation at any stage.

6. The principal will consult with the Board chairperson and inform the Board of any discipline or competency actions. The principal will consult with the Board chairperson prior to making any decision to invoke relevant clauses of the employment contract relating to discipline or suspension of staff. The principal shall also take advice from NZ School Trustees Association and inform the relevant litigation insurers.

7. Where necessary the Personnel committee of the Board will meet to discuss matters of staff discipline.

8. In dealing with alleged breaches of conduct or of staff competency all appropriate steps as laid down in relevant contracts will be followed.

Board of Trustees Chairperson: ________________________ 28/06/2011

Policy reviewed 28th June 2011. Next review date 28th June 2014.