Common use of Teacher Competence Clause in Contracts

Teacher Competence. 2.3.1 The employer will provide reasonable opportunities for appropriate and effective professional development for all teachers. 2.3.2 Where there are matters of competence which are causing concern in respect of any employee (including failing to meet the professional standards as appropriate), the employee concerned shall be advised as early as possible. Questions of competency should be handled in a manner which protects the mana and dignity of the teacher concerned. The teacher shall be advised of his/her right to seek whanau, family, professional and/or union support in relation to matters of competence and to be represented at any stage. An appropriate assistance and personal guidance programme to assist that employee shall be put in place. 2.3.3 When this assistance and guidance has not remedied the situation, then: (a) The teacher shall be advised in writing of the specific matter(s) in relation to the relevant section(s) of the professional standards, causing concern and of the ways that such concerns can be remedied. The teacher shall be advised of his/her right to consult their union and of the right to be represented at any stage of the process. (b) The teacher is to be given a reasonable opportunity, normally 10 school weeks, to remedy the matter(s) of concern that have been identified. It is recognised that there may be circumstances where a timeframe of less or more than 10 weeks will be reasonable. The teacher is to be advised of the actual timeframe for the necessary improvement to be achieved and of the monitoring or guidance that will be provided. (c) At the end of this timeframe an assessment is to be made whether or not the teacher has remedied the matter(s) causing concern. The process and results of any evaluation are to be recorded in writing by the employer, and sighted and signed by the employee. (d) No action shall be taken on a report until the employee has had a reasonable time to comment (in writing or orally or both) to the employer. (e) If a teacher has failed to remedy the matter(s) causing concern then s/he may be dismissed without notice and paid one month’s salary in lieu, or if a holder of units the teacher may be reduced in status if the circumstances warrant such a reduction rather than dismissal, or if appointed to a Community of Learning | Kāhui Ako Teacher role under clause 3.31, 3.32 or 3.33, and the competency issues relate to that role, then the teacher may be removed from that role and lose the associated allowance if the circumstances warrant it rather than be dismissed from their substantive position. (f) A copy of any report to the Teaching Council arising under clause 2.3.2 shall be made available to the teacher.

Teacher Competence. 2.3.1 The employer will provide reasonable opportunities for appropriate and effective professional development for all teachers. 2.3.2 Where there are matters of competence which are causing concern in respect of any employee (including failing to meet the professional standards as appropriate), the employee concerned shall be advised as early as possible. Questions of competency should be handled in a manner which protects the mana and dignity of the teacher concerned. The teacher shall be advised of his/her their right to seek whanau, family, professional and/or union support in relation to matters of competence and to be represented at any stage. An appropriate assistance and personal guidance programme to assist that employee shall be put in place. 2.3.3 When this assistance and guidance has not remedied the situation, then: (a) The teacher shall be advised in writing of the specific matter(s) in relation to the relevant section(s) of the professional standards, causing concern and of the ways that such concerns can be remedied. The teacher shall be advised of his/her their right to consult their union and of the right to be represented at any stage of the process. (b) The teacher is to be given a reasonable opportunity, normally 10 school weeks, to remedy the matter(s) of concern that have been identified. It is recognised that there may be circumstances where a timeframe of less or more than 10 weeks will be reasonable. The teacher is to be advised of the actual timeframe for the necessary improvement to be achieved and of the monitoring or guidance that will be provided. (c) At the end of this timeframe an assessment is to be made whether or not the teacher has remedied the matter(s) causing concern. The process and results of any evaluation are to be recorded in writing by the employer, and sighted and signed by the employee. (d) No action shall be taken on a report until the employee has had a reasonable time to comment (in writing or orally or both) to the employer. (e) If a teacher has failed to remedy the matter(s) causing concern then s/he may be dismissed without notice and paid one month’s salary in lieu, or if a holder of units the teacher may be reduced in status if the circumstances warrant such a reduction rather than dismissal, or if appointed to a Community of Learning | Kāhui Ako Teacher role under clause 3.31, 3.32 or 3.33, and the competency issues relate to that role, then the teacher may be removed from that role and lose the associated allowance if the circumstances warrant it rather than be dismissed from their substantive position. (f) A copy of any report to the Teaching Council arising under clause 2.3.2 shall be made available to the teacher.

Teacher Competence. 2.3.1 The employer will provide reasonable opportunities for appropriate and effective professional development for all teachers. 2.3.2 Where there are matters of competence which are causing concern in respect of any employee (including failing to meet the professional standards as appropriate), the employee concerned shall be advised as early as possible. Questions of competency should be handled in a manner which protects the mana and dignity of the teacher concerned. The teacher shall be advised of his/her right to seek whanau, family, professional and/or union support in relation to matters of competence and to be represented at any stage. An appropriate assistance and personal guidance programme to assist that employee shall be put in place. 2.3.3 When this assistance and guidance has not remedied the situation, then: (a) The teacher shall be advised in writing of the specific matter(s) in relation to the relevant section(s) of the professional standards, causing concern and of the ways that such concerns can be remedied. The teacher shall be advised of his/her right rights to consult their union and of the right to be represented at any stage of the process. (b) The teacher is to be given a reasonable opportunity, normally 10 school weeks, weeks to remedy the matter(s) of concern concern, that have been identified. It is recognised that there may be circumstances where a timeframe of less or more than 10 weeks will be reasonable. The teacher is to be advised of the actual timeframe for the necessary improvement to be achieved and of the monitoring or guidance that will be provided. (c) At the end of this timeframe an assessment is to be made whether or not the teacher has remedied the matter(s) causing concern. The process and results of any evaluation are to be recorded in writing by the employer, and sighted and signed by the employee. (d) No action shall be taken on a report until the employee has had a reasonable time to comment (in writing or orally or both) to the employer. (e) If a teacher has failed to remedy the matter(s) causing concern then s/he may be dismissed without notice and paid one month’s salary in lieu, or if a holder of units the teacher may be reduced in status if the circumstances warrant such a reduction rather than dismissal, or if appointed to a Community of Learning | Kāhui Ako Teacher role under clause 3.31, 3.32 or 3.33, and the competency issues relate to that role, then the teacher may be removed from that role and lose the associated allowance if the circumstances warrant it rather than be dismissed from their substantive position. (f) A copy of any report to the Teaching New Zealand Teachers Council arising under clause 2.3.2 shall be made available to the teacher.

Teacher Competence. 2.3.1 The employer will provide reasonable opportunities for appropriate and effective professional development for all teachers. 2.3.2 Where there are matters of competence which are causing concern in respect of any employee (including failing to meet the professional standards as appropriate), the employee concerned shall be advised as early as possible. Questions of competency should be handled in a manner which protects the mana and dignity of the teacher concerned. The teacher shall be advised of his/her hertheir right to seek whanau, family, professional and/or union support in relation to matters of competence and to be represented at any stage. An appropriate assistance and personal guidance programme to assist that employee shall be put in place. 2.3.3 When this assistance and guidance has not remedied the situation, then: (a) The teacher shall be advised in writing of the specific matter(s) in relation to the relevant section(s) of the professional standards, causing concern and of the ways that such concerns can be remedied. The teacher shall be advised of his/her hertheir right to consult their union and of the right to be represented at any stage of the process. (b) The teacher is to be given a reasonable opportunity, normally 10 school weeks, to remedy the matter(s) of concern that have been identified. It is recognised that there may be circumstances where a timeframe of less or more than 10 weeks will be reasonable. The teacher is to be advised of the actual timeframe for the necessary improvement to be achieved and of the monitoring or guidance that will be provided. (c) At the end of this timeframe an assessment is to be made whether or not the teacher has remedied the matter(s) causing concern. The process and results of any evaluation are to be recorded in writing by the employer, and sighted and signed by the employee. (d) No action shall be taken on a report until the employee has had a reasonable time to comment (in writing or orally or both) to the employer. (e) If a teacher has failed to remedy the matter(s) causing concern then s/he may be dismissed without notice and paid one month’s salary in lieu, or if a holder of units the teacher may be reduced in status if the circumstances warrant such a reduction rather than dismissal, or if appointed to a Community of Learning | Kāhui Ako Teacher role under clause 3.31, 3.32 or 3.33, and the competency issues relate to that role, then the teacher may be removed from that role and lose the associated allowance if the circumstances warrant it rather than be dismissed from their substantive position. (f) A copy of any report to the Teaching Council arising under clause 2.3.2 shall be made available to the teacher.

Teacher Competence. 2.3.1 The employer will provide reasonable opportunities for appropriate and effective professional development for all teachers. 2.3.2 Where there are matters of competence which are causing concern in respect of any employee (including failing to meet the professional standards as appropriate), the employee concerned shall be advised as early as possible. Questions of competency should be handled in a manner which protects the mana and dignity of the teacher concerned. The teacher shall be advised of his/her their right to seek whanau, family, professional and/or union support in relation to matters of competence and to be represented at any stage. An appropriate assistance and personal guidance programme to assist that employee shall be put in place. 2.3.3 When this assistance and guidance has not remedied the situation, then: (a) : The teacher shall be advised in writing of the specific matter(s) in relation to the relevant section(s) of the professional standards, causing concern and of the ways that such concerns can be remedied. The teacher shall be advised of his/her right their rights to consult their union and of the right to be represented at any stage of the process. (b) . The teacher is to be given a reasonable opportunity, normally 10 school weeks, weeks to remedy the matter(s) of concern concern, that have been identified. It is recognised that there may be circumstances where a timeframe of less or more than 10 weeks will be reasonable. The teacher is to be advised of the actual timeframe for the necessary improvement to be achieved and of the monitoring or guidance that will be provided. (c) . At the end of this timeframe an assessment is to be made whether or not the teacher has remedied the matter(s) causing concern. The process and results of any evaluation are to be recorded in writing by the employer, and sighted and signed by the employee. (d) . No action shall be taken on a report until the employee has had a reasonable time to comment (in writing or orally or both) to the employer. (e) . If a teacher has failed to remedy the matter(s) causing concern then s/he may be dismissed without notice and paid one month’s salary in lieu, or if a holder of units the teacher may be reduced in status if the circumstances warrant such a reduction rather than dismissal, ; or if appointed to a Community of Learning | Kāhui Ako Teacher role under clause 3.31, 3.32 or 3.33, and the competency issues relate to that role, then the teacher may be removed from that role and lose the associated allowance if the circumstances warrant it rather than be dismissed from their substantive position. (f) . A copy of any report to the Teaching Council arising under clause 2.3.2 shall be made available to the teacher.

Teacher Competence. 2.3.1 Note: Refer to 4.2.4 and 3.5 of this agreement for additional guidance on the application of these provision.s 3.3.1 Questions of competence should be handled in a manner which seeks to protect the mana and dignity of the teacher concerned. 3.3.2 The employer will shall provide reasonable opportunities for appropriate and effective professional development for all teachers. 2.3.2 3.3.3 Where there are matters of competence which are causing concern in respect of any employee (including failing to meet the professional standards as appropriate), the employee concerned shall be advised as early as possible. Questions of competency should be handled in a manner which protects the mana and dignity of the teacher concerned. The teacher shall be advised of hisher/her his right to seek whanau, family, professional and/or union Association support in relation to matters of competence and to be represented at any stage. . 3.3.4 An appropriate assistance and personal guidance programme to assist that employee shall be put in place. 2.3.3 3.3.5 When this that assistance and personal guidance has not remedied the situation, then: (a) : The teacher shall be advised in writing of the specific matter(s) ), in relation to the relevant section(s) of the professional standardsSupplement 1, causing concern and of the ways that such concerns can be remedied. The teacher shall be advised of hisher/her his right to consult their union the Association and of the right to be represented by it at any stage of the process. (b) . The teacher is to be given a reasonable opportunity, normally 10 school weeks, to remedy the matter(s) of concern that have been identified. It is recognised that there may be circumstances where a timeframe of less or more than 10 school weeks will be reasonable. The teacher is to be advised of the actual timeframe for the necessary improvement to be achieved and of the monitoring or guidance that will be provided. (c) . At the end of this timeframe an assessment is made as to be made whether or not the teacher has remedied the matter(s) causing concern. The process and results result of any evaluation are is to be recorded in writing by the employer, employer and sighted and signed by the employee. (d) teacher. No action shall be taken by the employer on a report until the employee teacher has had a reasonable time to comment (in writing or orally or both) to the employer. (e) . If a the teacher has failed to remedy the matter(s) causing concern then s/he may be dismissed without notice and paid one month’s salary in lieu, ; or if a holder of units the teacher may be reduced in status and salary if the circumstances warrant such a reduction rather than a dismissal, ; or if appointed to a Community of Learning | Kāhui Ako Teacher role under clause 3.314.22, 3.32 4.23 or 3.334.24, and the competency issues relate to that role, then the teacher may be removed from that role and lose the associated allowance if the circumstances warrant it rather than be dismissed from their substantive position. (f) 3.3.6 A copy of any report to the Teaching Council of Aotearoa New Zealand (or its successor) arising under clause 2.3.2 3.3.5 shall be made available to the teacher.

Teacher Competence. 2.3.1 The employer will provide reasonable opportunities for appropriate and effective professional development for all teachers. 2.3.2 Where there are matters of competence which are causing concern in respect of any employee (including failing to meet the professional standards as appropriate), the employee concerned shall be advised as early as possible. Questions of competency should be handled in a manner which protects the mana and dignity of the teacher concerned. The teacher shall be advised of his/her right to seek whanau, family, professional and/or union support in relation to matters of competence and to be represented at any stage. An appropriate assistance and personal guidance programme to assist that employee shall be put in place. 2.3.3 When this assistance and guidance has not remedied the situation, then: (a) The teacher shall be advised in writing of the specific matter(s) in relation to the relevant section(s) of the professional standards, causing concern and of the ways that such concerns can be remedied. The teacher shall be advised of his/her right to consult their union and of the right to be represented at any stage of the process. (b) The teacher is to be given a reasonable opportunity, normally 10 school weeks, to remedy the matter(s) of concern that have been identified. It is recognised that there may be circumstances where a timeframe of less or more than 10 weeks will be reasonable. The teacher is to be advised of the actual timeframe for the necessary improvement to be achieved and of the monitoring or guidance that will be provided. (c) At the end of this timeframe an assessment is to be made whether or not the teacher has remedied the matter(s) causing concern. The process and results of any evaluation are to be recorded in writing by the employer, and sighted and signed by the employee. (d) No action shall be taken on a report until the employee has had a reasonable time to comment (in writing or orally or both) to the employer. (e) If a teacher has failed to remedy the matter(s) causing concern then s/he may be dismissed without notice and paid one month’s salary in lieu, or if a holder of units the teacher may be reduced in status if the circumstances warrant such a reduction rather than dismissal, or if appointed to a Community of Learning | Kāhui Ako Teacher role under clause 3.31, 3.32 or 3.33, and the competency issues relate to that role, then the teacher may be removed from that role and lose the associated allowance if the circumstances warrant it rather than be dismissed from their substantive position. (f) A copy of any report to the Teaching Education Council arising under clause 2.3.2 shall be made available to the teacher.

Teacher Competence. 2.3.1 The employer will provide reasonable opportunities for appropriate and effective professional development for all teachers. 2.3.2 Where there are matters of competence which are causing concern in respect of any employee (including failing to meet the professional standards as appropriate), the employee concerned shall be advised as early as possible. Questions of competency should be handled in a manner which protects the mana and dignity of the teacher concerned. The teacher shall be advised of his/her right to seek whanau, family, professional and/or union support in relation to matters of competence and to be represented at any stage. An appropriate assistance and personal guidance programme to assist that employee shall be put in place. 2.3.3 When this assistance and guidance has not remedied the situation, then: (a) : The teacher shall be advised in writing of the specific matter(s) in relation to the relevant section(s) of the professional standards, causing concern and of the ways that such concerns can be remedied. The teacher shall be advised of his/her right rights to consult their union and of the right to be represented at any stage of the process. (b) . The teacher is to be given a reasonable opportunity, normally 10 school weeks, weeks to remedy the matter(s) of concern concern, that have been identified. It is recognised that there may be circumstances where a timeframe of less or more than 10 weeks will be reasonable. The teacher is to be advised of the actual timeframe for the necessary improvement to be achieved and of the monitoring or guidance that will be provided. (c) . At the end of this timeframe an assessment is to be made whether or not the teacher has remedied the matter(s) causing concern. The process and results of any evaluation are to be recorded in writing by the employer, and sighted and signed by the employee. (d) . No action shall be taken on a report until the employee has had a reasonable time to comment (in writing or orally or both) to the employer. (e) If a teacher has failed to remedy the matter(s) causing concern then s/he may be dismissed without notice and paid one month’s salary in lieu, or if a holder of units the teacher may be reduced in status if the circumstances warrant such a reduction rather than dismissal, or if appointed to a Community of Learning | Kāhui Ako Teacher role under clause 3.31, 3.32 or 3.33, and the competency issues relate to that role, then the teacher may be removed from that role and lose the associated allowance if the circumstances warrant it rather than be dismissed from their substantive position. (f) . A copy of any report to the Teaching Council arising under clause 2.3.2 shall be made available to the teacher.

Teacher Competence. 2.3.1 The employer will provide reasonable opportunities for appropriate and effective professional development for all teachers. 2.3.2 Where there are matters of competence which are causing concern in respect of any employee (including failing to meet the professional standards as appropriate), the employee concerned shall be advised as early as possible. Questions of competency should be handled in a manner which protects the mana and dignity of the teacher concerned. The teacher shall be advised of his/her right to seek whanau, family, professional and/or union support in relation to matters of competence and to be represented at any stage. An appropriate assistance and personal guidance programme to assist that employee shall be put in place. 2.3.3 When this assistance and guidance has not remedied the situation, then: (a) The teacher shall be advised in writing of the specific matter(s) in relation to the relevant section(s) of the professional standards, causing concern and of the ways that such concerns can be remedied. The teacher shall be advised of his/her right to consult their union and of the right to be represented at any stage of the process. (b) The teacher is to be given a reasonable opportunity, normally 10 school weeks, to remedy the matter(s) of concern that have been identified. It is recognised that there may be circumstances where a timeframe of less or more than 10 weeks will be reasonable. The teacher is to be advised of the actual timeframe for the necessary improvement to be achieved and of the monitoring or guidance that will be provided. (c) At the end of this timeframe an assessment is to be made whether or not the teacher has remedied the matter(s) causing concern. The process and results of any evaluation are to be recorded in writing by the employer, and sighted and signed by the employee. (d) No action shall be taken on a report until the employee has had a reasonable time to comment (in writing or orally or both) to the employer. (e) If a teacher has failed to remedy the matter(s) causing concern then s/he may be dismissed without notice and paid one month’s salary in lieu, or if a holder of units the teacher may be reduced in status if the circumstances warrant such a reduction rather than dismissal, or if appointed to a Community of Learning | Kāhui Ako Xxxxx Xxx Teacher role under clause 3.31, 3.32 or 3.33, and the competency issues relate to that role, then the teacher may be removed from that role and lose the associated allowance if the circumstances warrant it rather than be dismissed from their substantive position. (f) A copy of any report to the Teaching Education Council arising under clause 2.3.2 shall be made available to the teacher.

Teacher Competence. 2.3.1 The employer will provide reasonable opportunities for appropriate and effective professional development for all teachers. 2.3.2 Where there are matters of competence which are causing concern in respect of any employee (including failing to meet the professional standards as appropriate), the employee concerned shall be advised as early as possible. Questions of competency should be handled in a manner which protects the mana and dignity of the teacher concerned. The teacher shall be advised of his/her right to seek whanau, family, professional and/or union support in relation to matters of competence and to be represented at any stage. An appropriate assistance and personal guidance programme to assist that employee shall be put in place. 2.3.3 When this assistance and guidance has not remedied the situation, then: (a) The teacher shall be advised in writing of the specific matter(s) in relation to the relevant section(s) of the professional standards, causing concern and of the ways that such concerns can be remedied. The teacher shall be advised of his/her right to consult their union and of the right to be represented at any stage of the process. (b) The teacher is to be given a reasonable opportunity, normally 10 school weeks, to remedy the matter(s) of concern that have been identified. It is recognised that there may be circumstances where a timeframe of less or more than 10 weeks will be reasonable. The teacher is to be advised of the actual timeframe for the necessary improvement to be achieved and of the monitoring or guidance that will be provided. (c) At the end of this timeframe an assessment is to be made whether or not the teacher has remedied the matter(s) causing concern. The process and results of any evaluation are to be recorded in writing by the employer, and sighted and signed by the employee. (d) No action shall be taken on a report until the employee has had a reasonable time to comment (in writing or orally or both) to the employer. (e) If a teacher has failed to remedy the matter(s) causing concern then s/he may be dismissed without notice and paid one month’s month‘s salary in lieu, or if a holder of units the teacher may be reduced in status if the circumstances warrant such a reduction rather than dismissal, or if appointed to a Community of Learning | Kāhui Ako Teacher role under clause 3.31, 3.32 or 3.33, and the competency issues relate to that role, then the teacher may be removed from that role and lose the associated allowance if the circumstances warrant it rather than be dismissed from their substantive position. (f) A copy of any report to the Teaching Council arising under clause 2.3.2 shall be made available to the teacher.

Teacher Competence. 2.3.1 Note: Refer to 4.2.4 and 3.5 of this agreement for additional guidance on the application of these provision.s 3.3.1 Questions of competence should be handled in a manner which seeks to protect the mana and dignity of the teacher concerned. 3.3.2 The employer will shall provide reasonable opportunities for appropriate and effective professional development for all teachers. 2.3.2 3.3.3 Where there are matters of competence which are causing concern in respect of any employee (including failing to meet the professional standards as appropriate), the employee concerned shall be advised as early as possible. Questions of competency should be handled in a manner which protects the mana and dignity of the teacher concerned. The teacher shall be advised of his/her their right to seek whanau, family, professional and/or union Association support in relation to matters of competence and to be represented at any stage. . 3.3.4 An appropriate assistance and personal guidance programme to assist that employee shall be put in place. 2.3.3 3.3.5 When this that assistance and personal guidance has not remedied the situation, then: (a) : The teacher shall be advised in writing of the specific matter(s) ), in relation to the relevant section(s) of the professional standardsSupplement 1, causing concern and of the ways that such concerns can be remedied. The teacher shall be advised of his/her their right to consult their union the Association and of the right to be represented by it at any stage of the process. (b) . The teacher is to be given a reasonable opportunity, normally 10 school weeks, to remedy the matter(s) of concern that have been identified. It is recognised that there may be circumstances where a timeframe of less or more than 10 school weeks will be reasonable. The teacher is to be advised of the actual timeframe for the necessary improvement to be achieved and of the monitoring or guidance that will be provided. (c) . At the end of this timeframe an assessment is made as to be made whether or not the teacher has remedied the matter(s) causing concern. The process and results result of any evaluation are is to be recorded in writing by the employer, employer and sighted and signed by the employee. (d) teacher. No action shall be taken by the employer on a report until the employee teacher has had a reasonable time to comment (in writing or orally or both) to the employer. (e) . If a the teacher has failed to remedy the matter(s) causing concern then s/he may be dismissed without notice and paid one month’s salary in lieu, ; or if a holder of units the teacher may be reduced in status and salary if the circumstances warrant such a reduction rather than a dismissal, ; or if appointed to a Community of Learning | Kāhui Ako Teacher role under clause 3.314.22, 3.32 4.23 or 3.334.24, and the competency issues relate to that role, then the teacher may be removed from that role and lose the associated allowance if the circumstances warrant it rather than be dismissed from their substantive position. (f) 3.3.6 A copy of any report to the Teaching Council of Aotearoa New Zealand (or its successor) arising under clause 2.3.2 3.3.5 shall be made available to the teacher.