Paparoa Street School
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At Paparoa Street School, we follow the stages of appointment below if there is a vacancy and we are able to recruit given relevant considerations (e.g. staffing entitlement, budgeting, operational requirements). The poari matua, or its delegated representative(s), ensures that each stage of appointment contributes to a fair and impartial process.
Paparoa Street School considers the character, competence, qualifications, and experience of applicants to ensure the kura appoints the person who is best suited to the role. We check the authenticity of documentation and ensure that any personal information is managed according to our privacy and records retention policies. See Privacy Policy and Kura Records Retention and Disposal.
Advertising a position
Paparoa Street School prepares a 
job description and advertises the position according to the terms of the relevant employment agreement. We include information about employment conditions in the advertisement, which may include:
We advertise for permanent appointments unless conditions for fixed-term employment are met.
We advertise positions in a way that enables suitably qualified people to apply. We ensure that language used in the advertisement is not misleading, and does not indicate that the kura intends to treat applicants differently based on prohibited grounds (Human Rights Act 1993, s 67).
We acknowledge any applications received and store documentation confidentially and securely. We do not make an offer of appointment while the position is being advertised.
Interviewing and reference checking
The poari matua, or its delegated representative(s), shortlists applicants as required, and conducts interviews and reference checks to determine which applicant is best suited to the position.
The suitability of candidates is determined using the criteria of the job description. During the interview and reference checking process, we consider the competence, qualifications, experience, and character of applicants in deciding who to appoint.
We ensure that:
Paparoa Street School completes reference checks to gather and confirm information about applicants. Our reference checking process is tailored to meet the requirements of the job that is being advertised, but we ensure all applicants for a specific position receive the same treatment. Reference checks may occur before or after the kura conducts interviews.
The kura seeks consent from applicants to contact their referees and only contacts referees listed by the applicant. We confirm the applicant's identity with their referees and discuss confidentiality expectations. We only request information from applicants and their referees that relates directly to the applicant's suitability for the position. We do not ask questions that could be considered discriminatory or a breach of privacy.
To ensure fairness and consistency across all applicants for a specific position, we:
We comply with legislative requirements to safety check and police vet as appropriate, according to the nature of the role. See Safety Checking and Police Vetting.
We also confirm the identity of applicants and ensure we sight originals or verified copies of any documentation.
Making an appointment
As required by the Education and Training Act (s 603), when we make an appointment we give preference to the person who is best suited to the position. The appointment committee or person delegated to conduct the appointment process seeks poari matua approval to make an appointment where required. If after a robust appointment process we determine that none of the applicants are best suited to the position, the kura may re-advertise the position.
The kura contacts the successful applicant and provides an offer of employment. The successful applicant is required to confirm in writing that they accept the offer. We ensure that the successful applicant is aware of the requirements and expectations of the position. We do not announce the appointment until we receive formal acceptance from the applicant. We also notify unsuccessful candidates.
We ensure all new kaimahi have an employment agreement and are aware of the terms and conditions of their employment. See Employment Agreements.
We provide an appropriate induction once kaimahi are appointed. See Kaimahi Induction.
Personal information and record keeping
We ensure that documentation is retained or destroyed in accordance with our records retention policies. We destroy any documentation relating to the appointment process (e.g. unsuccessful candidate CVs) once it is no longer administratively required and all reporting requirements have been met.
Candidates are entitled to information about their own appointment process (e.g. interview scores and comments) if they request this. Any information that was shared confidentially by referees is not passed on to candidates. Candidates are not entitled to information about other applicants.
