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A thought-provoking interview with Professor John Hattie in which he sets out his eight mind frames for leaders and teachers from his research and book on ‘visible learning’.
This guide contains suggestions for managing the myriad of everyday communications you are involved in as a principal.
The staff of Kaikohe Intermediate knew they needed to change their ways of teaching and learning and create a more inclusive school culture.
This guide has suggestions to help make the first term a positive one, avoid major issues, and develop good processes.
General guidance on a range of legal issues for schools.
Every educational institute must be a “good employer”.
There are good faith provisions in the State Sector Act, the Employment Relations Act and the Health and Safety Act.
State Sector Act 1988, part 7A – Legislation website
Many of the obligations set out in the legislation are also contained within employment agreements.
If in doubt contact the employment advisers at the NZSTA advisory and support centre.
The board is the employer and has the power to appoint, suspend or dismiss staff as it sees fit.
When making any decision about a teacher (e.g. appointing, suspending, or dismissing), the board has the responsibility to act independently, i.e. without bias or external influence.
Many of these responsibilities are delegated directly to the principal.
Boards and principals can get help on HR matters from NZSTA employment advisers.
NZSTA also offers schools resources for managing recruitment.
Recruitment and induction – NZSTA website
Updated: June 2017
Schools, kura and their contracted providers must safety check all their children's workers before employment and update this every three years.
Ideas you can choose from and adapt for your situation.
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