St Joseph's School
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At St Joseph's School, we manage staff performance and support them to succeed in their role. Performance management aligns with the strategic direction of the school and is based on a mutual obligation of 
good faith. The board of St Joseph's School complies with the principle of being a good employer, which includes providing opportunities for enhancing the abilities of individual staff members (Education and Training Act 2020, s 597(2)(e)). We also comply with the requirements of the Employment Relations Act 2000, and collective and individual employment agreements.
The principal is responsible for managing staff performance but may delegate performance management tasks to staff with management responsibilities. The principal, staff members, and the board where appropriate, work together to develop staff performance and manage any concerns. Performance management for individual staff is appropriate to their employment agreement and their responsibilities at the school. As part of monitoring and developing performance, the principal and teaching staff participate in an annual professional growth cycle.
Performance management at our school meets privacy and records retention requirements. See Privacy Policy and School Records Retention and Disposal.
Performance management involves engaging with staff to:
Performance management at St Joseph's School aligns with the special character of the school and the Catholic School Elaborations on the Standards for the Teaching Profession (NZCEO). We ensure that staff are aware of Catholic special character responsibilities associated with their position at the school. We clearly state any special character responsibilities in role descriptions, and have regular communication about how staff are meeting these responsibilities as part of the performance management process.
The school manages concerns about staff performance according to the Employment Relations Act 2000 and employment agreement requirements. As the employer, the board ensures that concerns are managed objectively and fairly, in keeping with good faith obligations. We aim to resolve performance concerns in the first instance through discussion with staff members directly, where appropriate.
Management of performance concerns may include:
If conduct issues are raised as part of performance management, we are guided by staff conduct expectations and our concerns and complaints process. See Staff Conduct and Concerns and Complaints Policy.
Principal
The principal engages in an annual professional growth cycle (PGC) in consultation with the board. See Principal Professional Growth Cycle.
The board also considers the performance of the principal in relation to professional standards, which are grouped into the following areas of practice:
The board confirms that the principal is meeting required professional standards through regular communication and reporting (e.g. principal reports at board meetings, assurances that policies are being implemented effectively).
If the board has a concern relating to the principal not meeting professional standards, the board is guided by the requirements of the Employment Relations Act 2000 (s 103A) and the employment agreement of the principal.
Teaching staff
Teaching staff engage in an annual professional growth cycle to ensure they are meeting the Standards for the Teaching Profession. See Teacher Professional Growth Cycle.
As well as managing performance concerns internally, St Joseph's School complies with mandatory reporting requirements to the Teaching Council in relation to teacher competence. See Reporting a concern 
(Teaching Council of Aotearoa New Zealand).
Non-teaching staff
St Joseph's School ensures that non-teaching staff (including support staff) are able to participate in performance management as appropriate to their role. The school considers whether non-teaching staff have met standards of performance as set out by the written requirements of their role.
Support staff engage in an annual appraisal process, which includes reviewing their job description and the written requirements for their role. The appraisal process is used to determine whether support staff meet required standards of performance, and affects their annual salary progression. Where appropriate, the school provides staff with support to meet required standards if they are not already doing so. We also discuss opportunities with support staff for professional development and training at least once a year.
The principal assures the board that the school manages the performance of staff according to employment agreement requirements. The principal confirms that the board complies with mandatory reporting requirements to the Teaching Council. See Review Schedule and Board Assurances.
Release history: Term 1 2025, Term 4 2024, Term 1 2024, Term 4 2022, Term 1 2021
