Area School Principals' Collective Agreement

2.1.1 The Board shall act as a good employer in all its dealings with the Principal. For the purposes of this agreement a good employer is an employer who treats employees fairly and properly in all aspects of their employment.

2.1.2 The Board shall take all reasonable steps to ensure that the Principal is provided with adequate resources to fulfil the responsibilities and duties required of the Principal under this agreement.

2.2.1 During the currency of this agreement the Principal shall honestly and diligently carry out the duties and responsibilities as set out in:

1. 1. Job description; and
   2. Any formal communication of its expectations the Board may make to the Principal from time to time, for example envisaged by clause 2.7.1 of this agreement.

2.2.2 The Principal shall at all times maintain a professional standard of conduct and performance in all matters relating to the services and operation of the Board and shall not, during the term of this agreement or at any time thereafter, except so far as may be necessary for the proper performance of the Principal’s duties and responsibilities, or as may be required by law:

1. 1. Disclose to any person any official information that has come to the Principal’s knowledge in the course of the performance of this agreement;
   2. Use or attempt to use any such official information for the Principal’s own personal benefit, or for the benefit of any other person or organisation, or in any manner whatsoever, other than in accordance with the Principal’s duties and consistent with the obligation of honesty expected of a person in the Principal’s position.

2.2.3 Upon the termination of employment the Principal shall deliver to the Board any official information, and any other property of the School, the Board or the Crown which may be in the Principal's possession or under the Principal's control.

2.3.1 Attention is drawn to section 597 of the Education and Training Act 2020 which outlines the responsibilities of the employer with regard to the operation of a personnel policy that complies with the principles of being a good employer and the equal employment opportunity responsibilities of the employer.

2.4.1 All appointments to advertised positions shall be permanent unless there are genuine reasons on reasonable grounds for appointing for a fixed term i.e. a long-term reliever.

2.4.2 All permanent and long-term relieving positions must be advertised nationally.

2.5.1 The Principal shall work the reasonable and necessary hours required to carry out the duties and responsibilities under this agreement. This may necessitate the Principal working more than 40 hours per week.

2.5.2 A Principal required by their employer to work on a Public Holiday (as listed in section 44 of the Holidays Act 2003) shall be paid time and a half rates as per section 50 of the Act.

2.6.1 The parties recognise the importance of ensuring good and safe working conditions through Health and Safety in the workplace and that it is a mutual obligation of the employer and employees to achieve this through a participative approach.

2.6.2 To this end, the employers and employees attention is drawn to the Health and Safety at Work Act 2015(external link). This and other legislation, relevant codes of practice and guidelines are the reference points for gaining a common understanding of what those obligations are, what will assist in meeting those mutual obligations and also in promoting best practice.

2.6.3 Where a Principal’s health and safety is shown to be at risk in the carrying out of their duties the employer shall take all reasonable steps as are necessary to remove or minimise the identified risk for the Principal and if appropriate, to do so in consultation with the relevant health and safety authorities.

2.6.4 As part of its commitment to health and safety obligations, the school board will consult with the principal on appropriate supports for their wellbeing. This may, for example, include development of a wellbeing plan and regular mechanisms for boards to check in on the wellbeing of the principal and ensure they have appropriate support.

2.7.1 Where there is a problem in the working relationship between the Principal and the Board (including individual Board members) that has not been informally resolved and is to the detriment of the school, the Board, in consultation with the Principal, may consider appointing a suitably qualified independent person to mediate or facilitate between the parties and/or undertake an impartial and objective assessment of the concern(s).

2.7.2 Both the Board and the Principal retain the right to choose to utilise Part Ten of this agreement to resolve any issues arising from their working relationship.

2.7.3 Nothing in this collective agreement shall be read to limit a Board’s ability to raise performance matters with a Principal if it considers it warranted.

2.8.1 Except for the purposes of holiday pay, or where otherwise provided, time spent on secondment to a Specified Education Sector Agency, will be recognised as service within the Education Service.

2.8.2 Before the commencement of any secondment, a Secondment Agreement will be entered into between the principal, their employing board and the Specified Education Sector Agency to which the principal will be seconded. The Secondment Agreement will detail all the conditions associated with that secondment.