Warrington School/Board Of Trustees/Personnel Policy

Warrington School Personnel Policy 

1. Conditions of employment  2. Professional development  3. Performance management and appraisal 
 * 1.1. All staff are employed under an individual or collective employment agreement.
 * 1.2. Warrington School board of trustees abides by the relevant agreements and statutes that affect the staff’s employment conditions.
 * 1.3. The principal maintains a set of procedures that specify how the board’s personnel policies are carried out in the day-to-day operations of the school. Staff are consulted when Warrington School’s personnel procedures are created or changed.
 * 2.1. All teaching and non-teaching staff partake in professional development that enhances the educational opportunities and achievements of our students, and improves the capabilities of the staff.
 * 2.2. Priority is given to professional development that will contribute to the curriculum goals and the objectives outlined in the Warrington School Strategic Plan & Charter.

4. Appointments  5. Leave of absence  6. Equal employment opportunities  7. Sexual harassment  8. Volunteers  9. Handling and resolving complaints 
 * 3.1. The aim of performance management is to provide a positive framework for improving the quality of teaching and, therefore, student learning in the school.
 * 3.2. Warrington School values and acknowledges good staff performance in order to develop and maintain a culture of professional excellence.
 * 3.3. The principal operates a performance management system that regularly tracks the performance of staff against clearly defined objectives and performance standards, using suitable appraisal mechanisms.
 * 3.4. The performance management system operates on a ‘no surprises’ basis. Staff are involved in setting their own key objectives, and are informed of the standards of performance expected of them.
 * 3.5. The principal ensures each teaching and non-teaching staff member is given regular performance-based feedback.
 * 3.6. Performance appraisals are used to inform individual professional development planning.
 * 3.7. The chairperson of the board of trustees ensures the principal’s performance is evaluated against objectives and performance standards agreed annually with the board. That evaluation is used to inform the principal’s professional development plan.
 * 4.1. All staff appointments are made using equitable and transparent procedures that ensure the best available person, suited to the position, is appointed.
 * 4.2. The board of trustees appoints the principal.
 * 4.3. Appointments to permanent or long-term (i.e. more than one school term) teaching positions are made by a recruitment panel whose membership includes, but is not limited to, the principal and a Warrington School trustee who is not an employee of the board.
 * 4.4. Appointments to support positions (e.g. teacher aide, caretaker) are made by a recruitment panel whose membership includes, but is not limited to, the principal and a Warrington School trustee who is not an employee of the board.
 * 4.5. Appointments to short-term teaching positions are made by the principal and will involve a member of the senior leadership team where practical.
 * 4.6. All fixed term, part-time appointments are made by the Principal
 * 5.1. Staff leave conditions are covered by the relevant collective or individual employment agreements.
 * 5.2. The principal consults with the board of trustees regarding applications for leave in excess of two weeks.
 * 6.1. Warrington School recruits, appoints, rewards, and promotes the best people possible.
 * All staff are treated equitably, irrespective of gender, race, religion, disability, age, sexual orientation, and family responsibility. All relevant school policies and procedures reflect this commitment.
 * 7.1. Sexual harassment is not acceptable at Warrington School. The principal specifies procedures to ensure staff work in an environment free from offensive behaviour.
 * 8.1. Volunteers for tasks involving students are known to Warrington School and are carefully selected to ensure they are suitable for the role.
 * 8.2. In most cases, volunteer helpers will not have sole charge of students.
 * 8.3. Selection and screening of volunteers who wish to be supervisors or drivers is done by the teacher in charge and / or the principal at an early stage.
 * 8.4. Screening of volunteers may include police vetting, especially for residential events.
 * 9.1. All complaints are dealt with fairly and effectively, in the interests of all parties concerned.
 * 9.2. In the first instance, complaints should be raised directly with the person(s) concerned, and attempts made to resolve the issue without further intervention.
 * 9.3. If resolution is not achieved, the complaint should then be taken to the principal (in the cases of complaints involving staff) or the chairperson of the board of trustees (in the case of complaints involving the principal).
 * 9.4. Staff members who wish to report incidences of serious wrongdoing within the school should follow the Warrington School protected disclosures procedure.
 * 9.5. This policy does not attempt to address complaints that are more appropriately directed to the Police or other statutory authorities.

Related Policies and Procedures related to NAG 3 (Personnel)

Policies
 * Resolving Concerns and Complaints Policy
 * Consultation and Communication Policy
 * Appointments Policy
 * Equal Employment Opportunity Policy
 * Good Employer and Personnel Policy
 * Principal Performance Appraisal Policy

Procedures
 * Discipline
 * Relief Teaching Supply Staffing
 * Special Needs
 * Staff Leave of Absence
 * Staff Performance Appraisal

--RachelO 03:02, 17 December 2010 (UTC)