Appointment of Staff Policy

Rationale: To ensure that any appointment of teachers and staff will be a best fit for the team and will ensure the ongoing provision of the best practice for Bright Beginnings.

Policy and Procedure:

• Bright Beginnings will recruit new staff members where they are deemed to be the most suitable person for the position.
• Bright Beginnings will offer positions in a manner that is:
  • Fair and just through out the appointment process;
  • A ‘best fit’ for the team and the philosophy of Bright Beginnings;
  • Supports Equal Employment Opportunities;
  • Unanimous in the decision about the applicant’s suitability.
• Upon enquiring about the vacancy, applicants will be provided with the minimum expectations required of them as a teacher to ensure they are given a full and realistic picture of the position and responsibilities.
• Appointments will follow a procedure of –
  • Giving applicants valid information about the position vacant;
  • Determining a selection process;
  • Ensuring confidential and ethical procedures are maintained.
• The Centre Manager, where a position becomes vacant, will advertise the position available. The advertisement will outline:
  • Background information about Bright Beginnings;
  • Key Responsibilities and duties;
  • The characteristics, skills, strengths and qualifications;
  • What Bright Beginnings offers as an employer.
• Applicants will be asked to contact the Centre Manager for an application pack including:
  • The Early Childhood Job Expectation;
  • An application form;
  • A Police Vetting Form;
  • Referee Reports.
• The Centre Manager will consider each application and determine a selection process with criteria based on the skills, attributes and qualifications outlined in the advertisement.
  • Qualifications and Teacher Registration status will be verified;
  • Police vetting and conviction disclosure must be completed and submitted with the application form.
• The Management Group will form an appointment committee; members of the appointments committee may not exceed 4 members. Appointment committee members may include:
  • Bright Beginnings Trust;
  • A teacher representative;
  • A whaanau representative.
• A person from the appointments committee will seek a referee report, either verbally (notes taken) or written. A written form of the referee report will link to key performance measures outlined in the job expectation and seek information regarding the applicant meeting the criteria for appointment.
• Questions used in the interview process will seek to determine future behaviours by examining past behaviours. Questions will be designed to encourage interviewees to discuss in detail the situation, the task, the actions they took and their role in a variety of settings and contexts.
  • Questions may focus on how the applicant works under pressure or stress;
  • How they use conflict resolution;
  • How they communicate, or their ideas about effective communication;
  • What types of people they enjoy working with;
  • What their goals are for future years;
  • Interpersonal skills;
  • Personal adaptability and resilience.
• Applicants shortlisted for the interview will be sent a formal letter with the offer of an interview.
  • It will state the time and place of the interview and require the applicant to confirm their intention to attend;
  • A sample list of questions will be sent with the letter to inform the applicant of the structure of the interview;
  • Applicants will be encouraged to bring a copy of their latest appraisal report, college profile (for beginning teachers);
  • Additional information to provide the appointment committee with evidence that will enable them to ascertain performance level and personal qualities of the applicant.
• Unsuccessful applicants at the short-listing step will be sent a letter informing them of their unsuccessful application.
• The appointments committee will make a decision regarding the appointment of the best applicant.
  • The Appointments committee may want further information and invite the applicants back for a second interview;
  • If there is any doubt about the applicant’s ability to meet their professional standards, an appointment will not be made;
  • Should the appointments committee be unanimous in their decision not to appoint the position, it will be re-advertised;
  • Unsuccessful applicants will receive notification of the decision as soon as possible in writing.
• The successful applicant will be offered the position verbally and will be confirmed in writing.
  • The appointments committee will consider the notification for the appropriate starting date;
  • Information about the individual employment agreement;
  • The job expectation;
  • Discuss with the applicant salary/wage scale and employment conditions;
  • Discussion regarding the appraisal process;
  • The induction procedure.
• The applicant will confirm their acceptance of the position in writing by signing and returning the letter of offer and the individual employment agreement.
  • This will be subject to police clearance if this process is not already completed;
  • For graduating students this will be subject to confirmation for their registrations and ability to graduate;
  • All documentation must be kept in a confidential personnel file.
• Bright Beginnings will develop a separate policy and procedure for appointment of casual and relieving teachers.