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NAPIER BOYS’ HIGH SCHOOL - POLICY DOCUMENT
NATIONAL ADMINISTRATION GUIDELINES (NAG 3)
PERSONNEL
(Reviewed July/August 2008)
In order to ensure that the National Education Goals are met, the Napier Boys’ High School Board
of Trustees and Headmaster, will follow sound governance and management practices involving
curriculum, employment, financial and property matters applying to schools. Further details of
these requirements are found in the relevant legislation, appropriate agreements of employment and
from time to time, guidelines promulgated by the Secretary for Education.
According to the legislation on employment and personnel matters, the Napier Boys’ High
School Board of Trustees will in particular:
a. Develop and implement personnel and Employment Relations policies, within policy and
procedural frameworks set by the Government from time to time, which promote high levels
of staff performance, and accountability, use educational resources effectively and
recognise the needs of student.
b. Be a good employer as defined in the State Sector Act 1988 and comply with the conditions
contained in employment agreements applying to all staff.
Sec 2008./BOT/Policy and Charter/NAG 3 Personnel (2008) 1
NAPIER BOYS’ HIGH SCHOOL - DISCIPLINE POLICY
Adopted: 7th December 2006
Rationale:
Providing a safe learning environment for all students requires a clear, and consistent discipline
structure, ensuring school rules are adhered to.
Purposes :
1. To clearly define standards of behaviour expected of students attending the school.
2. To provide firm, fair and consistent consequences for unacceptable behaviour.
3. To ensure staff, parents and students are aware of and understand discipline procedures at
N.B.H.S.
Guidelines:
1. School rules (including the code of conduct), are reviewed annually. These are regularly
reinforced by school staff, displayed in classrooms and sent home on an annual basis.
2. A hierarchical system is in place to deal with issues of discipline.
3. Counselling is available in the discipline process.
4. Minor breaches of school rules are initially dealt with by a detention system.
5. Incidents of gross misconduct or continual disobedience may result in stand down or
suspension.
6. Stand downs and suspensions are dealt with in accordance with procedures set out in current
MOE requirements, and in accordance with all legislative requirements.
7. Issues of discipline in the hostel (outside school hours) will be dealt with according to the
Scinde House Discipline Policy.
Supporting Documents:
1. Terms of Reference for N.B.H.S. Disciplinary Committee
2. School Rules
3. Staff Manual
4. Scinde House Discipline Policy
5. Drugs and Alcohol Policy
6. Orientation Handouts
Sec 2008./BOT/Policy and Charter/NAG 3 Personnel (2008) 2
NAPIER BOYS' HIGH SCHOOL - SCHOOL RULES
(As adopted at the August 26th 2009 meeting of the NBHS Board of Trustees)
1. Classroom Behaviour
(a) Boys must follow the school code of conduct.
(b) Chewing gum of any sort is prohibited at school.
2. Uniforms
(a) Must be worn correctly to school, at school and home from school. Failure to do so results in
confiscation (of mufti items) and detentions unless a permit is granted by the Deputy Headmaster or
Attendance Officer in response to an acceptable reason from home.
(b) Medical bracelets are the only type of jewellery permitted.
(c) Students hair should be:
i) Neat and clean.
ii) Not shorter than a `number 3' and of even length (no rats tails)
iii) Tied back if longer than below the collar at the back.
iv) Not longer than the eyebrows at the front.
v) Within accepted norms. eg excluding
plaits
dreadlocks
mohawks
colours: hair should be what is considered the student’s `natural' colour
vi) No facial hair.
d) No piercing.
3. Transport
(i) Bicycles :
(a) Bicycles may only be ridden on the roadway. Helmets must be securely worn at all times.
(b) Boys wanting their bicycles to receive maximum security should ensure that they are locked
in the bicycle compound. They will remain locked up all day.
(ii) Bus Pupils :
(a) Pupils may not (without written permission) leave buses en route to or from school.
(b) Conduct on buses will be of the same standard as in the classroom (for purposes of
discipline, the driver replaces the teacher).
(c) Failure to comply with expectations of behaviour and the code of conduct may result in the
student being removed from using the school bus for a period of time.
(d) Complete uniform must be worn on buses.
(e) Students must wait for buses in an orderly manner and assemble behind the yellow lines,
until instructed to board the bus.
(iii) Motor Vehicles :
Only senior students (Years 12 -13) may bring a vehicle to school.
(a) Vehicles must be used in accordance with the N.Z. Road Code
(b) Students with vehicle permits must display the appropriate School Usage Sticker
(d) May not be brought to school without permission from the Senior Master
(e) A permission form signed by parent/guardian and the Senior Master must be held at the
office.
4. Out of Bounds
(a) Staff car parks
(b) The main entrance to the school Administration Block (car park to front door) Chambers St, Te Awa
Ave. during interval and lunch time.
(c) School farm and maintenance sheds and bicycle stands during school hours.
Sec 2008./BOT/Policy and Charter/NAG 3 Personnel (2008) 3
(d) All workshops and laboratories outside class time.
(e) The Planetarium
(f) Hostel area to day students at all times and hostel students during the day, except for lunch.
(g) Headmaster and Staff residences.
(h) The South Fields are out of bounds at all times unless students are accompanied by a staff member.
(i) The Assembly Hall (unless supervised by a teacher).
5. Smoking, Alcohol and Drugs
(a) Smoking in school uniform at school or out of school is prohibited.
(b) Aerosol deodorant is banned from the school.
(c) The possession, transaction (giving or receiving), use or being under the influence of alcohol and
illegal substances is prohibited at school or at any time when pupils are subject to school discipline.
Failure to abide by this rule may result in suspension.
6. Absences and Leave
(a) A phoned explanation for an absence should be made to the 24 hour attendance line early any day a
boy is absent. If there are difficulties with phoning a note is acceptable but this must be brought on
the first day the boy returns to school.
(b) Boys arriving late should bring a letter of explanation from home and GO DIRECTLY TO CLASS.
The letter should be used to clear the lateness with the teacher. (A phoned explanation is also
acceptable). If there is no explanation the lateness will be recorded and may result in a Dean’s
detention.
(c) ‘Pass-outs’ for dental and medical appointments must be obtained from the school office. Boys must
ensure the ‘Pass-out’ is noted by their teacher on their return.
(d) Any other requests for leave must be obtained from the office. A note of explanation is essential.
(e) No boy is allowed to leave the school grounds because of illness without permission from the school
office.
(f) At lunch hour, no pupil is to leave the school grounds unless they are a Year 13 student who has
been issued with a school lunch pass.
(g) Special leave must be requested with a note from parent or guardian, approved by the Deputy
Headmaster.
7. Detentions
(a) Detentions take precedence over any other commitment.
(b) In certain cases, bus boys will be kept back after school, but a 24 hour notice must be given so that
suitable transport can be arranged.
(c) If students maintain four school weeks without a detention, their detentions are reduced by one and
continue to do so for every subsequent week until zero is reached.
(d) Students may be required to attend a Saturday morning detention.
8. Information Technology
(a) Cellphones must be turned off during class and assembly time. Students risk confiscation if used
inappropriately and also with formal disciplinary action.
(b) Appropriate use of computers (eg Internet and email etc) is expected at all times, according to the
guidelines described in the school Computing and Information Technology Department Rules and
displayed in all rooms.
(c) Listening devices (I-pods, MP3 players etc) are banned from the school.
9. Skate-boards and scooters are banned from the school grounds.
10. The bringing to school of any dangerous items is banned.
11. School Policies and Procedures
Students are expected to follow all school procedures and policies as set down from time to time by
the Board of Trustees and the Headmaster/management of the school.
Sec 2008./BOT/Policy and Charter/NAG 3 Personnel (2008) 4
NAPIER BOYS’ HIGH SCHOOL – TIMETABLE POLICY
Date Adopted: July 2008
Rationale:
To ensure that the curriculum and pastoral needs of the students are provided for within a context of
MOE staffing, BOT financing and the current PPTA Collective Agreement.
Guidelines:
1. The Napier Boys’ High School timetable is based on 25 periods in a school week. The non-
contact time may be a combination of differing periods of time which total no less than the
equivalent of five non-contact hours.
2. The individual time allowances provided for beginning teachers, the specialist classroom
teacher and those with other responsibilities (Deans, careers etc) are in addition to the non-
contact time entitlements above.
3. The additional non-contact time entitlements for unit holders are:
(i) one hour per week for holders of one permanent unit;
(ii) two hours per week for holders of two permanent units; and
(iii) three hours per week for holders of three or more permanent units.
4. The Ministry of Education assesses the school’s staffing provision based on 1st July predicted
roll (GMFS – Guaranteed Minimum Figure for Staffing).
5. Student course selections (August) and staff intentions are identified (October)
6. Pass /fail indications are sought from classroom teachers at senior level, Deans then predict roll
and option estimates for the ensuing year.
7. The Headmaster assesses the curriculum requirements, class sizes and the staffing needs. Class
sizes will vary according to a number of factors including:
Year nine enrolments
Staffing provision (MOE and NBHS BOT)
Student demand/choice in particular curriculum areas
Year level
Facilities
8. Draft parameters for timetabling are considered and the timetabling process commences.
9. HOD’s are provided with staffing guides for class allocation.
10. Staffing above the GMFS allocation may be employed on a fixed term basis.
11. Deans maintain an up to date roll for the forthcoming year and give notice (to senior
management) of significant changes.
12. A draft time table is developed, published, and activated in week one.
13. The timetable is subsequently reviewed (and adjusted if necessary).
14. Final staffing for the school is confirmed by the MOE following the 1st March return.
15. Changes to staffing may require further timetable review during the year.
16. All reasonable efforts will be made to meet the expectations of the current STCA. Where for
genuine reasons during the timetabling processes (or at short notice) it is not possible to meet
these entitlements, the staff member will be consulted and an agreement of duties established for
the year.
Sec 2008./BOT/Policy and Charter/NAG 3 Personnel (2008) 5
NAPIER BOYS’ HIGH SCHOOL - EMPLOYEE ASSISTANCE POLICY
Date Adopted: July 2008
Rationale:
To provide staff with independent support as required (due to work place stress).
To comply with the legal requirements and obligations of the Health & Safety in Employment Act
(1992) and its amendments.
To support the school to meet its obligations to be a ‘good employer’.
Objectives:
1. To promote awareness of stress as a positive and negative influence in the workplace.
2. To reduce, as far as possible, unreasonable workplace stress on employees.
3. To assist employees to understand and manage workplace stress.
Guidelines:
1. Staff will be educated and trained in strategies to reduce unhealthy stress levels for
themselves and others. This will include identifying potential workplace stress situations
and how to deal with them within the resources of the school.
2. The staff will be made aware of the need to take responsibility for their own stress levels
including regular holidays, effective time management, effective and efficient planning and
classroom management. Staff will be encouraged to report unhealthy levels of stress to
senior management.
3. The school will develop systems of recording information relevant to employees with regard
to workplace stress.
4. The school will implement a self referral (3 hours maximum) Employee Assistance
Programme (EAP) for employees via an external provider:
EAP Services- -Phil McMahon - Wellington
0800 327 669
5. The process will be confidential to the staff member.
Sec 2008./BOT/Policy and Charter/NAG 3 Personnel (2008) 6
NAPIER BOYS’ HIGH SCHOOL
EQUAL EMPLOYMENT OPPORTUNITIES (EEO) POLICY
Date Adopted: July 2008
Rationale:
The Board supports the development and implementation of an equal employment opportunities
programme in accordance with requirements of the State Sector Amendment Act 1989, the Human
Rights Act 1993 and NAG 3.
Purpose:
To ensure the Board provides equal access, consideration and encouragement in areas of
recruitment, selection, promotion, conditions of employment and career development for all current
and prospective staff.
Guidelines:
EEO responsibilities will be managed by the N.B.H.S. Personnel Committee.
The Personnel Committee will be responsible for the development and implementation of an EEO
programme each year.
Regularly review the EEO policy statement.
Undertake a consultation and education process with all Board and staff on issues of EEO as
needed.
Monitor the annual EEO programme and identify any discrimination in employment,
especially for target groups.
Ensure personnel policies are developed and reviewed in line with EEO principles.
CONCLUSION:
Implementation of these guidelines will ensure that equal employment opportunities are a reality for
all staff at Napier Boys’ High School.
SUPPORTING DOCUMENTS
A Guide to Writing Your Equal Employment Opportunities Programme for Boards of Trustees -
Massey University College of Education Revised 1997 2nd Edition.
1. MOE Education Circular 2002/3
2. MOE Education Circular
Sec 2008./BOT/Policy and Charter/NAG 3 Personnel (2008) 7
NAPIER BOYS’ HIGH SCHOOL
EQUAL EMPLOYMENT OPPORTUNITIES - 2008 PROGRAMME
EEO at NBHS is about understanding and valuing the diversity of our staff. It is about
exercising ‘best practice’ as an employer.
Programme Goals for 2008
1. To provide equal employment opportunities for any person applying for a position at NBHS
2. To maintain a workplace that is free from harassment and discrimination
3. To implement all personnel policies (NAG 3) in line with EEO principles.
4. To respond to any issues for staff, especially in the target groups such as women, those with
disabilities, Maori or other ethnic groups.
5. To conduct entrance and exit interviews for all staff.
Recommendation
To conduct entrance interviews for all new staff at the end of their first term.
Questions could be modelled on the following:
o What has it been like to join this school?
o What have you liked the most/found the most difficult?
o What could we have done differently to make it easier for you to contribute?
A report of these outcomes with recommendations will be presented to the BOT at the May
meeting.
Sec 2008./BOT/Policy and Charter/NAG 3 Personnel (2008) 8
NAPIER BOYS’ HIGH SCHOOL - STAFF LEAVE POLICY
Date Adopted: July 2008
Rationale
The granting of leave on appropriate occasions is consistent with being a ‘good employer’.
Purposes
1. To enable the Board to meet Equal Employment Opportunity and good employer
obligations.
2. To adhere to relevant employment awards and employment agreements.
3. To provide consistency in the granting of leave.
Guidelines
1. The Board accepts that staff require leave for a variety of reasons.
2. Staff requiring leave must apply to the Headmaster using a NBHS leave application form.
3. Requests for short term leave (up to one week) should be made at least one month in
advance.
4. Requests for long term leave (more than one week) should be made at least one term in
advance.
5. A teacher may be granted up to one year’s leave of absence. If such leave is granted, the
teacher must notify the Board (eight weeks) before the end of their leave confirming
whether they are returning to school to resume their employment.
6. Leave applications are at the discretion of the Headmaster for up to one week absence, and
at the discretion of the Board on the Headmaster’s recommendation for more than one week.
7. Consideration of leave requests will take into account such factors as:
terms of the current Secondary Teachers Collective Employment Agreement
any curriculum benefits/disadvantages to students/NBHS and/or
any professional benefits/disadvantages to the staff member
availability of suitable relief staff
staff members commitment/service to NBHS
8. Sick Leave: All employees are required to advise their manager (support staff) or Senior
Master(teaching staff) if they are unable to undertake their duties prior to normal
commencement time. The Headmaster/Board of Trustees may require a sick leave
certificate for absences exceeding three days.
CONCLUSION
Approval of leave is governed by the relevant employment agreements and the conditions of this
policy. The needs of the staff member will be considered along with the needs of students and the
school in making decisions on leave requests.
SUPPORTING DOCUMENTS
1. Secondary Teachers Collective Employment Agreement
2. NBHS Staff Manual
3. NBHS Leave Application forms
4. Other Employment Agreements.
Sec 2008./BOT/Policy and Charter/NAG 3 Personnel (2008) 9
NAPIER BOYS’ HIGH SCHOOL - APPOINTMENTS POLICY
Date Adopted: July 2008
Rationale:
The best possible appointments will be made to both teaching and non-teaching(support) vacancies
to ensure the goals of the school can be achieved.
Guidelines:
1. All appointments to teaching and non-teaching positions within the school will comply with
relevant legislation and employment criteria.
2. All procedures will comply with the Appointments Procedure attached to this policy.
3. All persons involved in the appointments process will respect the confidentiality of every
application and its accompanying referees reports, written or verbal.
4. All appointments will be made taking into consideration the Board’s EEO Policy.
5. The Appointments Committee will be responsible for the recruitment, and selection of the
Headmaster, Deputy Headmaster, Senior Masters, Head of Hostel and Financial
Administrator. For the position of Headmaster the committee will recommend to the Board
of Trustees a preferred candidate for approval and appointment.
For positions other than the Headmaster, the Appointments Committee will have
delegated authority to make the appointment on behalf of the Board.
6. a) For the appointment of the Headmaster the Appointments Committee will comprise the
Chairperson, at least two other members of the Board of Trustees and any other professional
adviser deemed appropriate.
b) For all other appointments for which the Appointments Committee is required it will
comprise the Headmaster, the Chairperson, one other member of the Board and one of the
Deputy Headmaster or a Senior Master.
c) In the case of Hostel Appointments for which the Board of Trustees is responsible, the
Chairperson of the Hostel Committee will form part of that committee.
7. In any of the appointment processes, outside professional advice may be sought or used in
the selection process if it is thought appropriate.
8 For all other appointments, teaching and non-teaching, the Board of Trustees delegates its
power of recruitment, selection and appointment to the Headmaster. The Headmaster will
consult with Heads of Department and other senior staff where appropriate.
9 All teaching applicants must be registered with the New Zealand Teachers Council
Registration. If the teacher is unregistered, evidence must be supplied to demonstrate that
application to the NZTC is being processed. In these cases an extension(from the New
Zealand Teachers Council) may be sought prior to appointment.
10 All appointments are subject to a satisfactory Police vet.
11 If no suitable applicant for a particular position is available then no appointment will be
made. (Temporary staffing measures will be provided until the position is readvertised).
Sec 2008./BOT/Policy and Charter/NAG 3 Personnel (2008) 10
APPOINTMENTS PROCEDURE:
1. Appointments Committee is constituted where required, giving consideration to the
appointment being made.
2. Timeline is decided from date of advertisement to intended appointment.
3. Appointment documentation is produced:
Job Description
NBHS Application Form (incl. Teacher Registration or Police Vetting information)
Referees Forms
Criteria for appointment
School/Community Description
Interview questions
4. Advertise position (incl. EEO Options).
5. Decide travel reimbursement for candidates and remuneration for any professional adviser
involved.
6. BOT Secretary logs applications and acknowledges receipt by post or email.
7. Candidates are short listed and interview questions prepared.
8. Interviews conducted.
9. In the case of teaching appointments evidence of current teacher registration is confirmation
that a satisfactory police vet has been undertaken by the New Zealand Teachers’ Council.
10. In the case of all other employees the Board must obtain a police vet prior to the
appointment being made.
11. Unsuccessful applicants are notified and any relevant documentation is returned.
12. The Financial Administrator is advised of the appointment.
13. An induction process and information will be provided for all new appointments.
Sec 2008./BOT/Policy and Charter/NAG 3 Personnel (2008) 11
NAPIER BOYS’ HIGH SCHOOL - STAFF CONDUCT AND DISCIPLINE POLICY
Date Adopted: 3 July 2008
Rationale:
A process to enable concerns or complaints of staff conduct to be addressed in a manner that
recognises the interests of the school community, the need to ensure the maintenance of
professional standards of conduct and behaviour while also recognising the importance of natural
justice and the integrity of individual staff.
Purposes:
1 To ensure that there is a consistent and fair approach when dealing with concerns or
complaints about staff conduct and behaviour.
2 To provide guidance to those involved in the process and to put in place practical steps that
recognise the rights and dignity of those involved and ensure compliance with relevant
employment obligations and the principles of natural justice.
3 To achieve outcomes that are fair to all parties and also recognise the wider interests of the
school community including the need to uphold professional standards of staff conduct and
behaviour.
4 To complement the complaints policy should an issue of staff conduct or behaviour arise out
of a complaint received by the school.
Application of Employment Agreement:
Where an issue of staff conduct, behaviour or discipline arises then the relevant provisions in the
applicable employment agreement shall be applied in each case and if there is any conflict between
the procedure set out in this policy and the applicable provision in the employment agreement; then
the provisions in the employment agreement shall prevail.
Initial Procedure:
A complaint or concern about staff conduct or behaviour should be committed to writing and in the
first instance dealt with by the Headmaster, or if the complaint is against the Headmaster then
forwarded to the Board Chair who will arrange for the establishment of an appropriate sub
committee to undertake the inquiry. If this is the case, then the sub committee will take the place of
the Headmaster in this procedure.
The Headmaster shall notify the staff member of the concern and arrange to discuss the complaint
informally with the staff member, following which one of the following may occur:
1 Dismiss concern/complaint: If the Headmaster is satisfied after hearing the responses from
the staff member and/or from other inquiries, that the complaint is frivolous, vexatious or
Sec 2008./BOT/Policy and Charter/NAG 3 Personnel (2008) 12
without any foundation. The process will not continue and the Headmaster will keep a record
of the process and notify the complainant and those concerned of the outcome.
2 Resolution: Where the facts are clear and acknowledged and an agreed outcome (which is
considered appropriate by the Headmaster) is reached, then this shall be recorded in writing.
The concern will have been resolved without the need for initiating formal disciplinary
procedures and the Board advised of the outcome.
3 Initiate formal disciplinary procedures: If the Headmaster is satisfied that given the nature
of the complaint and/or the parties have not been able to resolve the complaint by informal
means, then the concern shall be referred to the Board to initiate formal disciplinary
procedures.
At the time of notifying the staff member of the concern, the Headmaster shall also advise the staff
member of his or her right to seek whanau, family and/or professional support and to the extent that
it is practicable, take steps to protect the mana and dignity of the staff member during the process.
The Headmaster is empowered at any time during this part of the inquiry to initiate a suspension of
the staff member in compliance with the relevant provisions of the applicable employment
agreement.
Formal Disciplinary Procedure:
Where the Headmaster decides that the concern/complaint should be the subject of formal
disciplinary procedures, then the matter shall be referred to the Board who in turn shall delegate to a
sub committee the task of undertaking a formal disciplinary procedure.
The following principles shall be observed:
1 The staff member shall be advised of the reason for the disciplinary procedures being initiated,
provided with all information that has been collated to date and reminded of his/her right to
obtain advice and to be represented throughout the inquiry and disciplinary process.
2 The interview of any witnesses may be undertaken by the sub committee or delegated to the
Headmaster or other person on behalf of the sub committee as the sub committee considers
appropriate. All witness statements, interview notes and any other information collated shall be
made available to the staff member and representative for response.
3 The staff member (and representative) shall be given the opportunity to provide
submissions/responses to the sub committee in accordance with the principles of natural
justice.
4 The sub committee is empowered during the process to initiate suspension in compliance with
the relevant provisions of the applicable employment agreement.
At the conclusion of the formal disciplinary process, the sub committee shall prepare a report with
its findings and if a breach of discipline is held to have occurred, a recommendation on
penalty/outcome.
Sec 2008./BOT/Policy and Charter/NAG 3 Personnel (2008) 13
The report (together with any recommendations) shall be provided to the staff member to allow the
opportunity to make representations as to findings and any recommendations. The sub committee
will consider any representations before finalising the report and/or recommendations.
The report of the sub committee shall be considered “in committee” by the Board of Trustees (along
with any representations/responses to the report made by the staff member) who shall then make a
decision with respect to the sub committee’s report and recommendations.
Other Relevant Documentation:
NBHS Employment Application
NBHS Complaints Policy
N.Z. Teachers Council Documentation
Sec 2008./BOT/Policy and Charter/NAG 3 Personnel (2008) 14
NAPIER BOYS’ HIGH SCHOOL - COMPLAINTS POLICY
Date Adopted: August 2008
Rationale:
The complaints policy is intended to provide a clearly laid out process for dealing with and
resolving complaints against staff, students or anyone acting in the name of the Board. This policy
and its procedures is intended to ensure fairness to all parties.
General Guidelines:
Complaints wherever practicable should be provided in writing.
All complaints should be forwarded to the Headmaster in the first instance. If the complaint is
against the Headmaster, then the Board Chair shall receive the complaint and this complaints policy
should be interpreted accordingly.
Any complaint will be subject to the following consideration:
1 Whether the complaint is within the jurisdiction of the school and is properly capable of being
addressed by the school.
2 Whether informal resolution is possible by discussion or other agreed means.
3 Determination of the appropriate procedure depending on the nature of the complaint and the
identity of the person(s) being complained about. These options are set out under the
complaint procedures.
The existence of the complaints procedure shall be notified to parents, staff and students at the start
of each school year to ensure awareness of the procedures and access to them.
Initial Complaint Procedures:
The Headmaster (or Board Chair as appropriate) shall review the complaint in the first instance and
shall:
1 Acknowledge receipt of the complaint and outline the proposed process to the complainant.
2 Undertake an initial investigation if appropriate to ascertain the nature and/or validity of the
complaint, this may involve interviewing the complainant or other witnesses. A record
should be kept of all interviews and information gathered.
Sec 2008./BOT/Policy and Charter/NAG 3 Personnel (2008) 15
If, after initial investigation, it is determined that the complaint is vexatious or without substance,
then the complainant will be advised in writing and given the opportunity to
request the matter be reconsidered by the Board of Trustees who will establish a sub committee to
undertake a review. The sub committee shall review the material presented to it and other relevant
information before notifying the complainant in writing of its decision. Where the sub committee
decides that the complaint should be considered, then the process for this consideration shall be set
out in the written advice to the complainant.
The Headmaster may decide to attempt to resolve the complaint informally where appropriate,
including:
1 Undertaking an investigation in order to ascertain the nature of the facts and attempt to
facilitate a resolution satisfactory to the complainant.
2 Engaging a mediator or services of an externally qualified person to assist with resolution.
3 Where the complaint is resolved to the satisfaction of the parties through this informal
process, then the resolution will be recorded and a written report will be provided to the
Board of Trustees.
Where the complaint is of such a nature that it is determined that a more formal procedure is
appropriate or where the facts are in dispute and not able to be resolved, then the Headmaster will
initiate a formal inquiry process and advise the complainant of the procedure to be followed. The
process may involve one of the following:
1 Where the complaint is against a staff member, (including the Headmaster) then the
investigation shall be carried out in accordance with the staff conduct and discipline policy.
2 Complaints against student(s) shall be dealt with in one of the following ways:
a. By referring to the appropriate teacher in charge and/or the school’s internal student
disciplinary procedures.
b. The Headmaster invoking the stand down or suspension procedures within the
Education Act.
c. By an alternative agreed procedure including a combination of the above.
3 Where the complaint involves the hostel, then the process shall be in accordance with the
appropriate hostel complaints procedure.
4 Complaints against the Board, a member of the Board of Trustees or involving school
systems or procedures, shall be referred to the Board and dealt with in accordance with these
procedures.
Sec 2008./BOT/Policy and Charter/NAG 3 Personnel (2008) 16
Formal Investigation:
Where a complaint is to be formally investigated then the following principles shall be applied by
those tasked with the responsibility:
1 The complainant shall be kept advised of the process and have the opportunity to respond to
the accuracy (or otherwise) of information obtained during the inquiry process.
2 The observation of the principles of natural justice where any person may be detrimentally
affected by the outcome of the inquiry.
3 The interviews of any witnesses shall be documented and all information collated as part of
the inquiry wherever practicable is to be made available to those involved in the inquiry
unless there is good reason to withhold information, such as maintaining the privacy of
individuals.
4 Any inquiry shall be undertaken efficiently and without undue delay.
5 The outcome of any inquiry is to be recorded in writing and provided to the complainant and
other parties whom it is considered have an interest in its outcome.
Complaints against the Headmaster:
1 Where there are matters which are causing concern with respect to the Headmaster, the
complainant is encouraged to discuss concerns with the Headmaster in the first instance.
2 If the complainant is dissatisfied with the outcome of the meeting, or feels unable to
approach the Headmaster, they may take the concern directly to the Chairperson of the
Board of Trustees.
3 Procedures set out in this policy shall apply.
Complaints against Board Members (or the Board of Trustees):
1 Complaints made with respect to the actions of a Board member(s), must be made in writing
to the Chairman.
2 The Chairman (or delegated Sub committee) will investigate the issue and report to the full
Board of Trustees.
3 External agencies may be consulted in the process of the investigation.
4 Procedures set out in this policy shall apply.
Sec 2008./BOT/Policy and Charter/NAG 3 Personnel (2008) 17
NAPIER BOYS’ HIGH SCHOOL COMPLAINTS POLICY – FLOW CHART
DO YOU HAVE A COMPLAINT OR CONCERN ?
Is it about a staff member? Is it about the school systems,
or
day to day school matters?
YES YES
Phone or write to the Headmaster / Phone the school (06 833 5900) and ask to
Deputy Headmaster. Any written speak to the person in charge of the area:
complaint will be shown to the staff (Deputy Headmaster, Senior Master, Head of
member you are concerned about. They Hostel, HOD, Dean, Tutor teacher, Sports
have the right to reply. The Headmaster / Coordinator, International Student Dean etc)
Deputy Headmaster will investigate the NO Or
complaint. Phone / write to the Headmaster
Is it about a student’s progress (in class) or behaviour or relationships?
YES NO
Is it about the Headmaster, Board of
Write or speak to the class Trustees or School policies?
teacher, form tutor or Dean. The
Guidance Counsellor is available to
speak to parents about these and
other issues. NO
YES
Phone or write to the Board of
Phone the Headmaster, Deputy
Trustees’ Chairperson (Contact the
Headmaster , or the Headmaster’s
Board Secretary at the school for
secretary to get advice as to the
contact details).
best person to contact
The Chairperson will investigate the
issue.
Sec 2008./BOT/Policy and Charter/NAG 3 Personnel (2008) 18
ADVICE TO PARENTS/STUDENTS - What to do if you have a concern
Napier Boys’ High School believes everyone has the right to have concerns heard and dealt with
promptly and fairly.
A. If you have a concern, the suggested points of contact are:
A specific subject/class contact the teacher directly
For more general issues, or if you don’t want to contact a specific teacher
Personal concerns The year Tutor
General progress, personal The year Dean
concerns
Subject concern HOD of the subject concerned
Absences Attendance Officer, Matron
Financial issues The Financial Administrator,
Mr Jones or Mrs McIntosh
Personal & family concerns Guidance Counsellor,
Mr Rob Silver
Staff performance or conduct Senior Management, - Mr Brown, Mr
Smith, Mr Whyte, Mr Hall,
Mr Barker (Hostel)
International student concerns Mr Smith, Mrs Livingston, Guidance
Counsellor – Mr Rob Silver
(See*)
Hostel issues Head of Hostel,
(see Appendix II) Headmaster or the Scinde
House Committee Chair
Careers & course selection Careers Counsellor - Mrs Laurs or
Mr Hardy, Mrs Baker (Juniors)
or Year Dean
OR CONTACT
The Senior Management Team:
Mr Brown, Mr Smith, Mr Whyte, Mr Hall
Please telephone the staff member via the school office. You may need to leave a message with a
contact number, and the times when you can be contacted. The staff member will reply to you as
soon as possible.
Sec 2008./BOT/Policy and Charter/NAG 3 Personnel (2008) 19
B. If you are not satisfied with the outcome of your enquiries, you can make a:
Formal complaint Headmaster, Deputy Headmaster,
(in writing) or Senior Masters
The Board of Trustees
Any complaints to the BOT should be addressed to the Chairperson NBHS Board of Trustees,
Chambers St Napier (marked Private and Confidential) and include all relevant details.
The Headmaster or the Board of Trustees will take all steps to resolve the issue and will provide a
written response. If you would like to discuss the complaint in person you are welcome to request
that. You are also welcome to have a support person with you at any discussions.
* The International Education Appeal Authority is an independent body that receives and
adjudicates on complaints received from international students and may be consulted if required.
064 4 918 8390
C. If you have a concern or complaint about the practices of the Board of Trustees, you
should:
1. Contact the Chairman of the Board of Trustees or a Board member (the Board of Trustees
secretary will give you contact information). The Chairman will investigate the issue and
endeavour to resolve the concern.
2. Contact the School Trustees Association Head Office:
P O Box 5123
Wellington
Phone: 04 473 4955 Fax: 04 473 4706 Email : admin@nzsta.org.nz
Supporting Documentation:
Scinde House Complaints Procedure
NBHS Protected Disclosures Policy
NBHS Staff Discipline policy
NBHS Staff Conduct policy
NBHS Harassment Policy
Sec 2008./BOT/Policy and Charter/NAG 3 Personnel (2008) 20
NAPIER BOYS’ HIGH SCHOOL - COMPLAINTS POLICY
Appendix II
Napier Boys’ High School - Scinde House Complaint Procedure
(According to the Ministry of Education (Hostels) Regulation)
Complaint(s) about:
Non-compliance with the Hostel Regulations or conditions of the licence
Complaint(s) may be from:
Students, Parents, Staff members and Board members
Complaint(s) needs to be:
In writing or put in writing by the Head of Hostel (or a person representing the hostel) as soon as
practicable if the complainant is unable to put it in writing
Procedure for resolving complaint(s):
1. Within 5 working days:
The Head of Hostel (or a person representing the hostel) will:
send an acknowledgement letter of receipt to the complainant
inform the complainant of any relevant internal complaint procedures
send a copy of all information held by the hostel administration that is or may be
relevant to the complaint
decide whether the complaint is justified in accordance with regulation 69
2. Within 10 working days after acknowledging receipt of the complaint:
The Head of Hostel (in consultation with the senior management of the school) will:
Decide that the complaint is or is not justified or
Decide that additional time is needed to investigate the complaint. In this case the hostel
management must determine how much additional time is needed and decide as soon as
practicable whether the complaint is justified. If the additional time required to
investigate the complaint is more than 20 working days, the hostel management must
inform the complainant as soon as practicable of the fact of, and reasons for, the
determination and that the hostel management is required to decide as soon as
practicable whether the complaint is justified.
3. After making a decision:
The Head of Hostel must inform the complainant of:
The reasons for the decision that the complaint is or is not justified; and
Any actions the Hostel Management proposes to take; and
Any procedure the Hostel has in place to enable consideration of an appeal by the
complainant against the hostel management’s decision on the complaint; and
The role of any relevant external agency that may be available to assist the complainant
or to investigate the complaint if it is not resolved to the complainant’s satisfaction.
Sec 2008./BOT/Policy and Charter/NAG 3 Personnel (2008) 21
NAPIER BOYS’ HIGH SCHOOL - HARASSMENT POLICY
Date Adopted: July 2008
Rationale
The Board is committed to providing a learning environment and workplace at Napier Boys’ High
School that is free from all forms of harassment.
Definition
Harassment is any verbal or physical behaviour that is unwelcome, inappropriate and offensive to
the receiver. Harassment can occur between any members of the school community.
It can include:
sex orientated jokes, cartoons, posters, pin-ups
offensive questions, comments, abuse, leering
unwanted, unnecessary, deliberate physical contact, touching and gestures
comments of a derogatory nature
questions and comments about private life
requests for sexual favours implying promises of favourable treatment or threats of
unfavourable treatment
Guidelines.
a. All complaints of harassment will be taken seriously, investigated quickly, confidentially
and fairly.
b. Anyone with a complaint about harassment should contact one of the following:
the Harassment Liaison Person
the Headmaster or his Secretary
a member of the Senior Management team
the union representative (PPTA).
the Human Rights Commission (ph (09) 309 0874. PO Box 6751 Auckland).
c. The complainant will be offered both an informal and a formal process for the resolution of
complaints.
d. Informal Process - for low level complaints the Harassment Liaison Person can offer advice
on dealing with the issue or complaint, or appoint a mediator to discuss the complaint with
both parties and seek a solution.
e. Formal Process - for more serious complaints or complaints where mediation or the
informal process has been unsuccessful.
A formal complaint (in writing) will be referred to one of the following bodies for
investigation, whichever is preferred by the complainant:
the Board of Trustees
the PPTA
the Human Rights Commission
When the Board of Trustees receives a formal complaint it will follow the procedure set
down in the NBHS - Complaints Policy.
SUPPORT DOCUMENTS
NBHS Complaints Policy and Procedure.
Preventing Sexual Harassment in Schools
Human Rights Commission July 1996
Sec 2008./BOT/Policy and Charter/NAG 3 Personnel (2008) 22
NAPIER BOYS’ HIGH SCHOOL
PERFORMANCE APPRAISAL OF THE HEADMASTER
Date Adopted: July 2008
Rationale
It is a contractual/legislative obligation to appraise the Headmaster’s performance on an annual
basis.
Purposes
1. To promote the professional growth of the Headmaster
2. To provide feedback to the Headmaster and the Board on a regular basis.
3. To ensure that the responsibility of management of the school on a day to day basis is being
carried out in accordance with the Board’s requirements.
Guidelines
1. The Headmaster will have an annual performance agreement that includes the job
description, professional standards, performance and development objectives which will
form the basis of the appraisal.
2. The Headmaster’s appraisal will be carried out by the Chair of the Board or a mutually
acceptable alternate as agreed by the Headmaster and the Board. A normal cycle of appraisal
will be:
Year 1 (of a New Board of Trustees) - an external agent is involved in the appraisal.
Year 2 - BOT Chair and Deputy
Year 3 – BOT Chair
3. An interim formative appraisal will take place during the year as agreed at the beginning of
the year and a summative appraisal at the conclusion of the year.
4. Performance will be appraised by way of mutually negotiated goals and procedures. A
person should be agreed upon to mediate/arbitrate on any disagreements or disputes between
the Headmaster and the appraiser.
5. To support performance agreement goals, the Board will provide the Headmaster with
appropriate support and professional development opportunities.
6. All the appraisals are confidential between the Headmaster and the Chair/appraiser.
7. Following the completion of the appraisal the appraiser and the Headmaster will present an
agreed summary of appraisal procedures and outcomes to the Board of Trustees. The
appraisal documents will be filed.
Conclusion
Clear guidelines regarding appraisal will allow aspects of governance and management to operate
positively and with respect to the Headmaster’s performance will provide feedback, identify focus
areas for attention, affirm success and support professional development.
Sec 2008./BOT/Policy and Charter/NAG 3 Personnel (2008) 23
NAPIER BOYS’ HIGH SCHOOL
TEACHING STAFF PERFORMANCE MANAGEMENT POLICY
Date Adopted: July 2008
Rationale
Performance appraisal is a legislative/contractual requirement. The process is designed to maintain
and enhance quality teacher performance within a positive, supportive environment.
Purpose
1. To improve the quality of teaching practices and therefore to enhance learning opportunities
in our school.
2. To identify individual teacher strengths and development needs.
3. To enable decisions to be made about appropriate professional development opportunities
for staff and to enable resource allocation for these.
Guidelines
1. Every staff member will complete an Annual Agreement by 1st March. The annual
agreement will include NZTC status, attestation and appraisal (including professional
development) information.
2. Every staff member will have a job description that will form the basis for performance and
developmental objectives.
3. Attestation will occur annually as outlined in the staff manual.
4. Appraisal occurs once per year per staff member. Each staff member should be appraised in
each subject area in which he/she teaches in a three year period. Staff may request an
appraisal more frequently particularly if they are in a number of departments.
5. The responsibility for the implementation of the appraisal/attestation policy and process in
relation to teachers will be delegated to the Headmaster.
6. Attestation of teaching staff is a requirement of employment and will be hierarchical.
7. Appraisal is a requirement of employment and can be by a peer.
8. The appraisal of the Headmaster will be the responsibility of the Board of Trustees as set out
in the Policy - Performance Appraisal of the Headmaster.
9. All performance appraisal documentation relating to teachers is confidential to the appraiser
and the appraisee except the appraisal information report that must be handed to the
Headmaster. Copies of appraisal documentation held by the appraiser should be given to the
appraisee. All other copies should be destroyed.
10. Staff who have concerns about their nominated appraiser or about the outcomes of their
appraisal may apply either to the Headmaster or Board of Trustees to seek a review.
11. The Headmaster will report to the Board in March and December on the implementation and
progress of the performance appraisal cycle and on resulting staff development and training.
12. The Headmaster, in consultation with staff, will be responsible for the organisation of
appropriate staff development activities which aim to enhance teaching practice and learning
opportunities.
Supporting Documentation:
NBHS PMS Annual Handbook
Current STCA
Sec 2008./BOT/Policy and Charter/NAG 3 Personnel (2008) 24
NAPIER BOYS’ HIGH SCHOOL
PROFESSIONAL DEVELOPMENT FOR TRUSTEES
Date Adopted: July 2008
Rationale:
Professional development for trustees is fundamental to quality governance by the Board of
Trustees.
Purpose:
To ensure trustees have opportunities to attend training and conference events to improve their
individual and collective skills and knowledge.
Guidelines
2. All trustees are encouraged to embrace professional development in order to enhance their
own skills and their contribution to the Board of Trustees.
3. All trustees will be made aware of and encouraged to attend local training sessions.
3. Courses and conferences will be considered for approval as part of the planning process or
as they arise taking into account potential value to the Board of Trustees and the school.
4. Fees/registration for approved courses will be paid in full by the Board of Trustees.
5. Trustees will be recompensed on an ‘actual and reasonable’ basis.
All trustees attending approved courses/conferences are required to present a written report to the
next Board meeting.
Sec 2008./BOT/Policy and Charter/NAG 3 Personnel (2008) 25
NAPIER BOYS’ HIGH SCHOOL - PROTECTED DISCLOSURES POLICY
Date Adopted: July 2008
Rationale:
The Protected Disclosures Act 2000 came into effect on 1 January 2001. The Act requires that
public sector organisations such as schools have an internal process that staff can use if they wish to
make a protected disclosure. The following information details this process and provides details
about the protections given in the Act.
Policy:
The Napier Boys’ High School Board of Trustees ensures procedures are in place to meet the
requirements of the Protected Disclosures Act 2000.
Procedures
Procedures for making a protected disclosure under the Protected Disclosures Act 2000 are:
1. If on reasonable grounds you believe you have information that a serious wrongdoing is
occurring [or may occur] within the school and you wish to disclose that information so it
can be investigated you can make a protected disclosure to the Protected Disclosure
Recipient (Headmaster).
2. This can be done verbally or in writing. You should identify that the disclosure is being
made under the Protected Disclosures Act and is following the Board procedure, provide
detail of the complaint [disclosure], and who the complaint is against.
3. If you believe that the Headmaster is involved in the wrongdoing, or has an association with
the person committing the wrongdoing that would make it inappropriate to disclose to them,
then you can make the disclosure to the Chairperson of the Board of Trustees.
4. It is then up to the person you disclose to, to decide if the disclosure constitutes a serious
wrongdoing, and that the allegations need investigating. They can decide:
(a) to investigate the disclosure themselves
(b) to forward the disclosure to the board or a committee of the Board to
investigate
(c) whether it needs to be passed on to an appropriate authority. If it goes to an
appropriate authority they will advise you that they are now investigating the
complaint.
5. If you believe that both the Headmaster and the Chairperson of the Board of Trustees may
be a party to the wrongdoing or in close relationship with the person/s involved in the
wrongdoing you can approach an external “appropriate authority” directly yourself.
Sec 2008./BOT/Policy and Charter/NAG 3 Personnel (2008) 26
Who is an “appropriate authority”?
As noted above, in some circumstances the disclosure could be made to an appropriate authority by
yourself or the person to whom you have made the disclosure. An appropriate authority is defined in
the Act as including:
(a)
the Commissioner of Police
the Controller and Auditor-General
the Director of the Serious Fraud Office
the Inspector-General of Intelligence and Security
an Ombudsman
the Parliamentary Commissioner for the Environment
the Police Complaints Authority
the Solicitor-General
the State Services Commissioner
the Health and Disability Commissioner; and
(b) includes the head of every public sector organisation, whether or not mentioned in paragraph (a).
Clause (b) can mean that in certain circumstances the appropriate authority could be the Secretary
for Education of the Ministry of Education or the Chief Review Officer of the Education Review
Office (ERO).
There are three circumstances when a person may go directly to the appropriate authority:
(a) When you believe that the head of the organisation is also a party to the wrongdoing or has
an association with the person that would make it inappropriate for them to investigate.
(b) If the matter needs urgent attention or there are other exceptional circumstances.
(c) If after 20 working days there has been no action or recommended action on the matter to
which the disclosure related.
Otherwise an internal process must be followed.
If even the appropriate authority does nothing about the issue, then the disclosure should be made to
the Ombudsman [unless they were the authority already disclosed to] or a Minister of the Crown.
The Act does not protect from disclosure of information to the media or a Member of Parliament
other than a Minister of the Crown in the circumstances referred to above.
More information:
If the Office of the Ombudsman is notified verbally or in writing, that a disclosure is being
considered under this Act, they must provide information and guidance on a number of matters
including those discussed in this document, as well as the protections and remedies available under
the Human Rights Act 1993 if the disclosure leads to victimisation.
Copies of the Act:
A copy of the Act can be found on the internet at Legislation on Line
htt~://ranQi knowledcie-basket.co. nz/Q~acts/actIists. Html Click on “P” then scroll down to
Protected Disclosures Act 2000.
Sec 2008./BOT/Policy and Charter/NAG 3 Personnel (2008) 27
NAPIER BOYS’ HIGH SCHOOL - Protected Disclosures Act 2000
Information for Staff
Introduction
The Protected Disclosures Act 2000 came into effect on 1 January 2001. The Act requires that
public sector organisations such as schools have an internal process that staff can use if they wish to
make a protected disclosure. The following information details this process and provides you with
information about the protections given in the Act.
Who can make a protected disclosure?
Are you:
• A staff member [either temporary or permanent]
• A contractor supplying services to the school
• A former staff member [either temporary or permanent]
If you fit into any of these categories you are able to make a disclosure under the provisions of this
Act.
Note: The Act does not apply to parents or Board of Trustees members unless they are staff
members of the school. It is for the protection of employees. For the purposes of this Act the Board
of Trustees is the employer.
As a public sector organisation boards are required to have an internal procedure for staff,
agreementors, or former employees to make protected disclosures within the school.
What is a “protected disclosure”?
Protected means that as long as you have reasonable grounds to believe that a serious wrongdoing is
being done by or in the organisation by the above people you can report in good faith asking that the
wrongdoing be investigated without worrying about negative consequences.
It is important to remember that this is an Act to protect employees and the disclosure will be about
the employer or another employee/s not a student or parent.
What is a serious wrongdoing?
The Act defines a serious wrongdoing as being any of the following:
(a) an unlawful, corrupt, or irregular use of public funds or public resources; or
(b) an act, omission, or course of conduct that constitutes a serious risk to public health or
public safety or the environment; or
(c) an act, omission, or course of conduct that constitutes a serious risk to the maintenance of
law, including the prevention, investigation, and detection of off ences and the right to a fair
trial; or
(d) an act, omission, or course of conduct that constitutes an offence; or
(e) an act, omission, or course of conduct by a public official that is oppressive, improperly
discriminatory, or grossly negligent, or that constitutes “gross mismanagement.
Sec 2008./BOT/Policy and Charter/NAG 3 Personnel (2008) 28
How am I protected?
You are “protected” when making a disclosure in the following ways:
• your identity will be confidential unless you give permission to be identified*
• you cannot be victimised by your employer for having disclosed the
information
• you are not liable for civil or criminal proceedings for disclosing the
information
• if you believe that you have been unfairly treated in your job or unreasonably dismissed
following a disclosure you can take a personal grievance against your employer.
*There are some limitations to this described in the Act. These are:
“(1) Every person to whom a protected disclosure is made or referred must use his or her best
endeavours not to disclose information that might identify the person who made the
protected disclosure unless
(a) that person consents in writing to the disclosure of that information; or
(b) the person who has acquired knowledge of the protected disclosure
reasonably believes that disclosure of identifying information:
(i) is essential to the effective investigation of the allegations in the protected
disclosure; or
(ii) is essential to prevent serious risk to public health or public safety or the
environment; or
(iii) is essential having regard to the principles of natural justice.
(2) A request for information under the Official In formation Act 1982 [other than one made by
a member of the police for the purpose of investigating an offence] may be refused, as contrary to
this Act, if it might identify a person who has made a protected disclosure.”
This protection depends on you making the disclosure in accordance with the internal procedure.
Sec 2008./BOT/Policy and Charter/NAG 3 Personnel (2008) 29
NAPIER BOYS’ HIGH SCHOOL - STAFF STUDY AWARD
Date Adopted: July 2008
This award is to support a staff member in their role as a teacher at Napier Boys’ High School. The
Board of Trustees is committed to promoting and supporting those who are prepared to develop
professionally and to be innovative in a school environment.
The benefits for the school are:
1. An updated knowledge of education processes, practices and systems, and teaching styles.
2. The establishment of a network of contacts with individuals and institutions that will be
useful in the future.
3. It will enhance the expectation of ‘best practice’ in the school.
The benefits for the individual(s) are:
1. To support personal and professional development of teaching staff.
2. To recognise the need for individuals to experience the opportunities beyond the provincial
context.
3. Professional recognition
Application Process:
All applicants will be asked to provide a detailed outline of their Award proposal listing:
The benefits for themselves and the school
A proposed programme and timeframe
A budget of costs (including the impact on the staff relief budget).
Applicants may be required to attend an interview and be aware of the requirements of the staff
leave policy.
The award will be considered by a committee comprising a member of the Personnel Committee of
the Board plus the Senior Management team of the school.
On return to the school, the successful applicant(s) will:
Provide a written report for the Board of Trustees and present it to a Board meeting
Attend a debriefing interview with the senior management team
Give a presentation to the staff
Account for all funds awarded via receipts and invoices.
General
The award(s) will be provided in monetary terms – up to $4,000 towards study expenses
including travel, accommodation and meals.
The award will be part of the annual budget of the school. Applications will be required by the
end of October, in any school year and the successful applicant(s) will be announced at the
school prize giving by the Board Chair.
Sec 2008./BOT/Policy and Charter/NAG 3 Personnel (2008) 30
