Competency Policy

Rationale: To identify the process involved for educators and management when issues of educator competency arise.  This policy is to ensure that issues of competence are handled in a manner that maintains good will in the employee/employer relationship

Policy:

1. When issues of competency arise, management will enact the following procedures-

1. Management and staff will work positively to support satisfactory staff competence;
2. Issues of competence will be raised as and when they occur by staff, colleagues and/or management;
3. Employees may seek whaanau, family, professional and/or the New Zealand Educational Institute (NZEI) support in relation to such matters;
4. Employers may seek legal advice and support in relation to such matters.

Recommended procedure:

1. When an issue of employee competence arises management will document the complaint process that has been followed to date.
   1. Management will advise the employee in writing of the concerns;
   2. Management will put in place an appropriate assistance and guidance programme to assist the employee;
      1. Where the formal assistance and guidance programme fails to address the issue of competence the staff member will be placed on a formal competency programme.
   3. Management may seek support and/or assistance;
   4. The employee shall be advised in writing of the-
      1. Specific matter(s) causing concern;
      2. The corrective action(s) required to address the matter(s);
      3. The timeframe within which action(s) must be undertaken and the competency matter(s) addressed;
      4. The right of the employee to seek representation at any stage.
   5. The employer and employee (with representation) will meet to discuss issues of competency and develop a specific competency programme to support the employee to achieve a satisfactory level of performance.  This will all be documented, and signed at the meeting by those present. A timeline will be developed for the competency programme;
   6. The timeline developed in (e) should be determined by management, or a delegated person, and be relevant to the matter(s) causing concern.  In setting this timeline the employer may take in to account previous opportunities given to the employee to address the competency matter(s) causing concern;
   7. The process and results of any evaluation are to be recorded in writing and sighted and signed by the employee;
   8. A copy of any written report to the employer or to the New Zealand Teachers Council made by any person/s undertaking the evaluation shall be given to the employee;
   9. No action shall be taken in a report until the employee has had reasonable time to comment (written, verbally, or both);
   10. If the above steps (a) – (k) fail to resolve the matter of concern, the employer may, where justified, dismiss the employee without the need to follow the disciplinary procedures;
   11. If the staff member successfully completes the competency programme, they have demonstrated that they are competent in the areas identified;
   12. If the employee chooses not to complete or undertake the competency programme, (j) will apply as the matter has failed to be resolved.