Common use of Needs Analysis Clause in Contracts

Needs Analysis. (a) The needs analysis is the process that designs the staffing structure for the merged school. This process will be conducted by representatives of all the boards involved in the merger (the joint schools’ committee or merger committee). (b) This committee shall conduct a needs analysis in consultation with employees and the union. (c) The needs analysis shall: (i) identify the future support staff structure and needs of the merged school; and (ii) ensure that the required staff roles have been clearly defined in terms of occupational category and appropriate grade. (d) As a result of the consultation process, a draft ‘staffing plan’ shall be developed and made available to each employee, and to the nominee(s) of the NZEI Te Riu Roa, for further consultation. (e) No less than ten working days shall be made available for this consultation to occur before any further step is taken, unless otherwise agreed. Note: The parties agree that it is desirable to have the same number of days as the teachers in the affected school. (f) If, as a result of consultation, there are alterations to this draft, the amended versions shall also be made available for a further three working days. (g) When the final staffing structure is announced, the employer shall invite all employees to express a preference (or preferences) in writing, for a position (or positions) at the merged school. Where this announcement identifies the possibility of a position or positions being disestablished, any affected employee(s) shall be given one month’s written notice of a possible surplus staffing situation within her/his occupational category in the school. This period of notice must be allowed before notice of termination, as described in clause 10.3.11(a) of this clause, may be given. (h) Employees shall have at least one calendar week’s notice of the closing date for expressions of interest in the position(s) at the merged school.

Needs Analysis. (a) The needs analysis is the process that designs the staffing structure for the merged school. This process will be conducted by representatives of all the boards involved in the merger (the joint schools’ committee or merger committee). (b) This committee shall conduct a needs analysis in consultation with employees and the union. (c) The needs analysis shall: (i) identify the future support staff structure and needs of the merged school; and (ii) ensure that the required staff roles have been clearly defined in terms of occupational category and appropriate grade. (d) As a result of the consultation process, a draft ‘staffing plan’ shall be developed and made available to each employee, and to the nominee(s) of the NZEI Te Riu Roa, for further consultation. (e) No less than ten working days shall be made available for this consultation to occur before any further step is taken, unless otherwise agreed. Note: The parties agree that it is desirable to have the same number of days as the teachers in the affected school. (f) If, as a result of consultation, there are alterations to this draft, the amended versions shall also be made available for a further three working days. (g) When the final staffing structure is announced, the employer shall invite all employees to express a preference (or preferences) in writing, for a position (or positions) at the merged school. Where this announcement identifies the possibility of a position or positions being disestablished, any affected employee(s) shall be given one month’s written notice of a possible surplus staffing situation within her/his occupational category in the school. This period of notice must be allowed before notice of termination, as described in clause 10.3.11(a) of this clause, may be given. (h) Employees shall have at least one calendar week’s notice of the closing date for expressions of interest in the position(s) at the merged school.

Needs Analysis. The identification of the surplus teacher(s) and/or the identification of unit holder(s) who are to lose units will be made in the following manner: (a) The needs analysis is the process that designs the staffing structure for the merged school. This process will be conducted by representatives of all the boards involved in the merger (the joint schools’ committee or merger committee). (b) This committee employer shall conduct a needs analysis in consultation with employees staff to identify the future management structure, curriculum and other staffing needs of the unionschool which will determine: (i) The most appropriate area(s) for the surplus position(s) to be identified from; and/or (ii) The most appropriate area(s) within the staffing structure for the reduction of units to occur. (b) The processes set out in clause 9A.4(c) and (d) should be co-ordinated in cases where both positions and units are lost. Boards should ensure that the outcomes of the processes set out in clause 9A.4(c) and (d) are consistent with the needs analysis. (c) The needs analysis shallFor determining the surplus teachers the following process shall apply: (i) identify If the future support staff structure needs analysis identifies a specific position, the teacher holding that position will be deemed surplus and needs the provisions of the merged school; andclause 9A.6 will apply; (ii) ensure that Where there is more than one position in the required staff roles have been clearly defined affected area(s) the remaining positions from the affected area(s) will be advertised internally; (iii) The teachers from the affected area(s) will apply for those positions in terms their respective area(s); (iv) Those positions shall be filled by applicants from the relevant affected area(s). The teacher(s) not appointed as a result of occupational category this process will be deemed to be surplus and appropriate gradethe provisions of clause 9A.6 will apply. (d) As For determining the unit holders who are to lose units the following process shall apply: (i) If the needs analysis identifies a result of specific position, the consultation process, teacher holding that position will be deemed to be the teacher who is to lose or have a draft ‘staffing plan’ shall be developed and made available to each employee, and reduction in unit(s). That teacher will have access to the nominee(s) of the NZEI Te Riu Roa, for further consultation.salary protection arrangements specified in clause 9A.5; (eii) No less If a needs analysis identifies an area(s) involving more than ten working days shall be made available for this consultation to occur before any further step is taken, unless otherwise agreed. Note: The parties agree that it is desirable to have the same number of days as the teachers in the affected school. (f) If, as a result of consultation, there are alterations to this draft, the amended versions shall also be made available for a further three working days. (g) When the final staffing structure is announcedone position, the employer shall invite all employees develop descriptions of the roles and responsibilities associated with the unit(s), including the number of units to express a preference (or preferences) in writingbe allocated to each position, for a position (or positions) at the merged schoolwhich shall be advertised internally. Where this announcement identifies the possibility of a position or positions being disestablished, any affected employee(sThe position(s) shall be given one month’s written notice of a possible surplus staffing situation have the remaining units available in the affected area(s) allocated to them. No teacher shall receive more units than she/he held before the review; (iii) Teachers from the affected area(s) shall apply for the positions within the relevant affected area(s); (iv) The teacher(s) who loses her/his occupational category in unit(s) will be the schoolteacher(s) appointed to a position with either a reduced number of units or no units allocated to it. This period of notice must be allowed before notice of termination, as described Those teachers will have access to the salary protection arrangements specified in clause 10.3.11(a) of this clause, may be given9A.5. (h) Employees shall have at least one calendar week’s notice of the closing date for expressions of interest in the position(s) at the merged school.

Needs Analysis. (aThe identification of the surplus teacher(s) The needs analysis is and/or the process that designs the staffing structure for the merged school. This process identification of unit holder(s) who are to lose units will be conducted by representatives of all the boards involved made in the merger (the joint schools’ committee or merger committee). (b) This committee following manner: The employer shall conduct a needs analysis in consultation with employees and the union. (c) The needs analysis shall: (i) staff to identify the future support staff structure management structure, curriculum and other staffing needs of the merged schoolschool which will determine: The most appropriate area(s) for the surplus position(s) to be identified from; and and/or The most appropriate area(s) within the staffing structure for the reduction of units to occur. The processes set out in clause 9A.4(c) and (iid) should be co-ordinated in cases where both positions and units are lost. Boards should ensure that the required staff roles have been clearly defined outcomes of the processes set out in terms of occupational category clause 9A.4(c) and appropriate grade. (d) As are consistent with the needs analysis. For determining the surplus teachers the following process shall apply: If the needs analysis identifies a result specific position, the teacher holding that position will be deemed surplus and the provisions of the consultation process, a draft ‘staffing plan’ shall be developed and made available to each employee, and to the nominee(s) of the NZEI Te Riu Roa, for further consultation. (e) No less clause 9A.6 will apply; Where there is more than ten working days shall be made available for this consultation to occur before any further step is taken, unless otherwise agreed. Note: The parties agree that it is desirable to have the same number of days as the teachers one position in the affected school. (farea(s) If, the remaining positions from the affected area(s) will be advertised internally; The teachers from the affected area(s) will apply for those positions in their respective area(s); Those positions shall be filled by applicants from the relevant affected area(s). The teacher(s) not appointed as a result of consultation, there this process will be deemed to be surplus and the provisions of clause 9A.6 will apply. For determining the unit holders who are alterations to this draftlose units the following process shall apply: if the needs analysis identifies a specific position, the amended versions shall also teacher holding that position will be made available for deemed to be the teacher who is to lose or have a further three working days. (greduction in unit(s). That teacher will have access to the salary protection arrangements specified in clause 9A.5; If a needs analysis identifies an area(s) When the final staffing structure is announcedinvolving more than one position, the employer shall invite all employees develop descriptions of the roles and responsibilities associated with the unit(s), including the number of units to express a preference (or preferences) in writingbe allocated to each position, for a position (or positions) at the merged schoolwhich shall be advertised internally. Where this announcement identifies the possibility of a position or positions being disestablished, any affected employee(sThe position(s) shall be given one month’s written notice of a possible surplus staffing situation have the remaining units available in the affected area(s) allocated to them. No teacher shall receive more units than she/he held before the review; Teachers from the affected area(s) shall apply for the positions within the relevant affected area(s); The teacher(s) who loses her/his occupational category in unit(s) will be the schoolteacher(s) appointed to a position with either a reduced number of units or no units allocated to it. This period of notice must be allowed before notice of termination, as described Those teachers will have access to the salary protection arrangements specified in clause 10.3.11(a) of this clause, may be given9A.5. (h) Employees shall have at least one calendar week’s notice of the closing date for expressions of interest in the position(s) at the merged school.

Needs Analysis. (a) The needs analysis is the process that designs the staffing structure for the merged school. This process will be conducted by representatives of all the boards involved in the merger (the joint schools’ committee or merger committee). (b) . This committee shall conduct a needs analysis in consultation with employees and the union. (c) . The needs analysis shall: (i) : identify the future support staff structure and needs of the merged school; and (ii) and ensure that the required staff roles have been clearly defined in terms of occupational category and appropriate grade. (d) grade As a result of the consultation process, a draft ‘staffing plan’ shall be developed and made available to each employee, and to the nominee(s) of the NZEI Te Riu Roa, for further consultation. (e) . No less than ten working days shall be made available for this consultation to occur before any further step is taken, unless otherwise agreed. (Note: The parties agree that it is desirable to have the same number of days as the teachers in the affected school. (f) If, as a result of consultation, there are alterations to this draft, the amended versions shall also be made available for a further three working days. (g) . When the final staffing structure is announced, the employer shall invite all employees to express a preference (or preferences) in writing, for a position (or positions) at the merged school. Where this announcement identifies the possibility of a position or positions being disestablished, any affected employee(s) shall be given one month’s written notice of a possible surplus staffing situation within her/his occupational category in the school. This period of notice must be allowed before notice of termination, as described in clause 10.3.11(a) of this clause, may be given. (h) . Employees shall have at least one calendar week’s notice of the closing date for expressions of interest in the position(s) at the merged school.

Needs Analysis. (a) The needs analysis is the process that designs the staffing structure for the merged school. This process will be conducted by representatives of all the boards involved in the merger (the joint schools’ committee or merger committee). (b) . This committee shall conduct a needs analysis in consultation with employees and the union. (c) . The needs analysis shall: (i) : identify the future support staff structure and needs of the merged school; and (ii) and ensure that the required staff roles have been clearly defined in terms of occupational category and appropriate grade. (d) grade As a result of the consultation process, a draft ‘staffing plan’ shall be developed and made available to each employee, and to the nominee(s) of the NZEI Te Riu Roa, for further consultation. (e) . No less than ten working days shall be made available for this consultation to occur before any further step is taken, unless otherwise agreed. Note: The parties agree that it is desirable to have the same number of days as the teachers in the affected school. (f) If, as a result of consultation, there are alterations to this draft, the amended versions shall also be made available for a further three working days. (g) . When the final staffing structure is announced, the employer shall invite all employees to express a preference (or preferences) in writing, for a position (or positions) at the merged school. Where this announcement identifies the possibility of a position or positions being disestablished, any affected employee(s) shall be given one month’s written notice of a possible surplus staffing situation within her/his occupational category in the school. This period of notice must be allowed before notice of termination, as described in clause 10.3.11(a) of this clause, may be given. (h) . Employees shall have at least one calendar week’s notice of the closing date for expressions of interest in the position(s) at the merged school.

Needs Analysis. (a) The needs analysis is the process that designs the staffing structure for the merged school. This process will be conducted by representatives of all the boards involved in the merger (the joint schools’ committee or merger committee). (b) This committee shall conduct a needs analysis in consultation with employees and the union. (c) The needs analysis shall: (i) identify the future support staff structure and needs of the merged school; and (ii) ensure that the required staff roles have been clearly defined in terms of occupational category and appropriate grade. (d) As a result of the consultation process, a draft ‘staffing plan’ shall be developed and made available to each employee, and to the nominee(s) of the NZEI Te Riu Roa, for further consultation. (e) No less than ten working days shall be made available for this consultation to occur before any further step is taken, unless otherwise agreed. Note: The parties agree that it is desirable to have the same number of days as the teachers in the affected school.) (f) If, as a result of consultation, there are alterations to this draft, the amended versions shall also be made available for a further three working days. (g) When the final staffing structure is announced, the employer shall invite all employees to express a preference (or preferences) in writing, for a position (or positions) at the merged school. Where this announcement identifies the possibility of a position or positions being disestablished, any affected employee(s) shall be given one month’s written notice of a possible surplus staffing situation within her/his occupational category in the school. This period of notice must be allowed before notice of termination, as described in clause 10.3.11(a) of this clause, may be given. (h) Employees shall have at least one calendar week’s notice of the closing date for expressions of interest in the position(s) at the merged school.

Needs Analysis. (a) 3.1 The needs analysis is the process that designs the staffing structure for the merged school. This process will be conducted by representatives of all the boards involved in the merger (the joint schools’ committee or merger committee). (b) 3.2 This committee shall conduct a needs analysis in consultation with employees and the union. (c) 3.3 The needs analysis shall: (i) identify ; Identify the future support non-teaching staff structure and needs of the merged school; and (ii) ensure and Ensure that the required staff roles have been clearly defined in terms of occupational category and appropriate grade. (d) 3.4 As a result of the consultation process, a draft ‘staffing plan’ shall be developed and made available to each employee, and to the nominee(s) of the NZEI Te Riu Roaunion, for further consultation. (e) 3.5 No less than ten working days shall be made available for this consultation to occur before any further step is taken, unless otherwise agreed. (Note: The the parties agree that it is desirable for groundstaff to have to the same number of days available for this consultation as are available for the teachers in the affected school.) (f) 3.6 If, as a result of consultation, there are alterations to this draft, the amended versions shall also be made available for a further three working days. (g) 3.7 When the final staffing structure is announced, the employer shall invite all employees to express a preference (or preferences) in writing, for a position (or positions) at the merged school. Where this announcement identifies the possibility of a position or positions being disestablished, disestablished any affected employee(s) shall be given one month’s written notice of a possible surplus staffing situation within her/his occupational category in the school. This period of notice must be allowed before notice of termination, as described in clause 10.3.11(a) subclause 9.1 of this clauseAppendix, may be given. (h) 3.8 Employees shall have at least one calendar week’s notice of the closing date for expressions of interest in the position(s) at the merged school.

Needs Analysis. (a) The needs analysis is the process that designs the staffing structure for the merged school. This process will be conducted by representatives of all the boards involved in the merger (the joint schools’ committee or merger committee). (b) This committee shall conduct a needs analysis in consultation with employees and the union. (c) The needs analysis shall: (i) identify the future support staff structure and needs of the merged school; and (ii) ensure that the required staff roles have been clearly defined in terms of occupational category and appropriate grade. (d) As a result of the consultation process, a draft ‘staffing plan’ shall be developed and made available to each employee, and to the nominee(s) of the NZEI Te Riu Roa, for further consultation. (e) No less than ten working days shall be made available for this consultation to occur before any further step is taken, unless otherwise agreed. Note: The parties agree that it is desirable to have the same number of days as the teachers in the affected school.) (f) If, as a result of consultation, there are alterations to this draft, the amended versions shall also be made available for a further three working days. (g) When the final staffing structure is announced, the employer shall invite all employees to express a preference (or preferences) in writing, for a position (or positions) at the merged school. Where this announcement identifies the possibility of a position or positions being disestablished, any affected employee(s) shall be given one month’s written notice of a possible surplus staffing situation within her/his occupational category in the school. This period of notice must be allowed before notice of termination, as described in clause 10.3.11(a) of this clause, may be given. (h) Employees shall have at least one calendar week’s notice of the closing date for expressions of interest in the position(s) at the merged school.

Needs Analysis. (a) The needs analysis is the process that designs the staffing staffing structure for the merged school. This process will be conducted by representatives of all the boards involved in the merger (the joint schools’ committee or merger committee). (b) This committee shall conduct a needs analysis in consultation with employees and the union. (c) The needs analysis shall: (i) identify the future support staff staff structure and needs of the merged school; and (ii) ensure that the required staff staff roles have been clearly defined defined in terms of occupational category and appropriate grade. (d) As a result of the consultation process, a draft draE ‘staffing staffing plan’ shall be developed and made available to each employee, and to the nominee(s) of the NZEI Te Riu Roa, for further consultation. (e) No less than ten working days shall be made available for this consultation to occur before any further step is taken, unless otherwise agreed. Note: The parties agree that it is desirable to have the same number of days as the teachers in the affected affected school.) (f) If, as a result of consultation, there are alterations to this draftdraE, the amended versions shall also be made available for a further three working days. (g) When the final staffing final staffing structure is announced, the employer shall invite all employees to express a preference (or preferences) in writing, for a position (or positions) at the merged school. Where this announcement identifies identifies the possibility of a position or positions being disestablished, any affected affected employee(s) shall be given one month’s written notice of a possible surplus staffing staffing situation within her/his occupational category in the school. This period of notice must be allowed before notice of termination, as described in clause 10.3.11(a) of this clause, may be given. (h) Employees shall have at least one calendar week’s notice of the closing date for expressions of interest in the position(s) at the merged school.