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Human Resource Management Policy

 

References:

Licensing Criteria 2008, Governance GMA105

Processes for human resource management, including:

Selection and appointment procedures, job role descriptions, induction procedures, a system of regular Professional Growth Cycle, provision for professional development.

 

Purpose:

Our Human Resource Practices ensure a safe and supportive work environment in which procedures for the appointment, retention and growth of quality staff will ensure our preschool is staffed by quality kaiako. All employees are supported by resources, training and clear processes which will enable them to function in an environment of high trust and clarity.  This creates a happy work environment with staff who are clear in the expectations and requirements of their roles, and the processes and procedures used for new appointments, induction, discipline and support of the preschool's child protection requirements. It is important that employees gain a clear understanding of what constitutes misconduct (definition) and discipline/dismissal procedures in employment.

 

Procedures:

  • All kaiako employed by us are over 17 years of age

  • In accordance with government regulations (Children’s Act 2014), all staff are safety checked. Safety checks will be undertaken and results obtained before kaiako are employed at the preschool. Safety checks will be carried out every three years. (See safety checking form)

  • Records of safety checks will be kept at the preschool as long as kaiako are employed at the preschool

  • Provisions will be made for professional development and Kaiako encouraged to undertake these.

  • We are committed to maintaining a low kaiako turnover by being good and fair employers

  • All kaiako at our preschool are working under individual employment agreements

  • Staff go through an induction process before starting work at the preschool.

  • Definitions of misconduct and discipline/dismissal procedures are set out in the Individual Employment Agreement. Any personal grievance should be in writing and addressed to the Head Kaiako. If the grievance remains unresolved, outside mediation will be sought;

  • The primary principle of employment/selection decisions will be to find and appoint the best person for the job

  • The Head Kaiako will ensure that applicants (who are considered for employment) are provided with information about the role, terms and conditions, their performance requirements, the lines of responsibilities

  • All permanent positions will be advertised within the preschool and in appropriate newspapers/institutions etc

  • Advertisements will clearly state the position advertised will be for a trained and registered early childhood kaiako who is either Montessori trained and experienced or who would be willing to seek Montessori qualification while employed at the preschool

  • All teaching positions are advertised in order to attract a wide range of applicants. All applicants regardless of culture, gender, religion, sexual orientation, social strata, physical ability or age will be given equal consideration for teaching positions

  • We will adhere to all relevant legislation regarding equal employment opportunities. Selection of staff will take place following face to face interviews, completion of an employment application form and reference checking. A job description along with a list of interview questions will be prepared in advance.

 

 

Staff Relations and Management

The head kaiako will ensure that by any act or omission (in any staff directives, treatment, communication, policies or decisions) she will not discriminate against, give preference to, or harass any person on the basis of ethnicity, gender (or sexual orientation), marital status, religion, age or any reason referred to as unlawful in the Human Rights Act 1993.

The head kaiako/manager, in any staff relations in terms of directives, policies and role allocation, attempts to ensure proper and productive operation of the service and will also attempt to ensure that staff do not feel disadvantaged by virtue of their race, age or individual differences and do feel their individual differences are respected and valued.

 

 

Review: Term one 2026

Date: Term one 2028

Signed:

Consultation:

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