4.4 Primary Principals’ Career Structure

4.4.1

    1. This clause outlines a career progression for primary principals who meet the professional criteria as affirmed by their Board in accordance with clause 4.4.1(d) and the service criteria.  Payments made under this clause are to encourage and recognise individual professional growth, leadership and contribution of a primary principal. Having met the relevant service criteria, the timing as to when to seek affirmation against the applicable career structure criteria will be established by the Board and the principal.
    2. Provided that the principal and the Board as part of the annual  performance agreement process has undertaken an annual review as in clause 4.2 within the last 12 months, principals covered by this Agreement will be entitled to a career allowance based on clauses 4.4.1(c)-(n) and the service and professional criteria outlined below.
    3. The principal will assemble and present a portfolio of evidence relevant to the criteria of one of the payments to the Board. The portfolio may include evidence such as compliance with Education Review Office (ERO) improvement recommendations for the school, outcomes of professional learning and/or sabbaticals, goals reflected in the school charter, including strategies for improvements to student learning that reflect the principles of the New Zealand curriculum documents.
    4. The Board is responsible for affirming that the principal meets the professional criteria, after which one of the following career allowances in (f) shall be made and will be paid fortnightly. The affirmation process will be in accordance with clause 4.2.2.
    5. A principal can only receive one payment under 4.4.1(f) at any one time. The payment will be prorated for part-time principals.
    6. The career allowances for each stage are as follows:
        1. Primary principals who meet the service and professional criteria for stage one will be entitled to an annual career allowance.  From 2 May 2016 the rate of the allowance will be $3,570.  From 2 May 2017 the rate of the allowance will be $3,641. 
        2. Primary principals who meet the service and professional criteria for stage two will be entitled to an annual career allowance.  From 2 May 2016 the rate of the allowance will be $6,630.  From 2 May 2017 the rate of the allowance will be $6,763.
        3. Primary principals who meet the service and professional criteria for stage three will be entitled to an annual career allowance.  From 2 May 2016 the rate of the allowance will be $9,690.  From 2 May 2017 the rate of the allowance will be $9,884.

Criteria

Beginning Principal (acquiring/acquired)

Developing Principal(acquiring/acquired)

Experienced Principal (applying)

Leading Principal (sharing)

Service

< 3 years

A minimum of 3 years' continuous service as a primary or area school principal.

A minimum of 6 years' continuous service as a primary or area school principal and meets the requirements of a Developing Principal.

A minimum of 9 years' continuous service as a primary or area school principal and meets the requirements of a Developing and Experienced Principal.

Key Components

Meets the requirements of Part 4 of this Agreement.
Student Outcomes:
Assessment and evaluation data is used to maximise student learning for all students and trend data shows continuing growth in student learning.
School Management: School policies are in place and are regularly reviewed. Resources are aligned to strategic goals.
Community and Networks: Trust is built between home and school to positively influence student learning and engagement.

Professional learning and development plans

Professional learning and development plan developed in conjunction with the Board and First Time Principals mentors (or similar).

Participation in a professional learning and development plan that may include:

  • Mentoring
  • Professional supervision
  • Study
  • Learning and development project aligned with school goals

Participation in a professional learning and development plan that demonstrates professional growth in:

  • Leadership
  • Personal learning project in own school

Contribution to or leadership of:

  • A learning or professional community
  • A wider educational sector and principal network.

Careers and personal development

Successful completion of the First Time Principals’ Programme or equivalent (as long as such is available)

Seeks appropriate professional learning and development opportunities to improve expertise

Engages in learning for career/personal growth demonstrated through, for example:

  • Knowledge of research
  • Successful practice

Seeks appropriate professional learning and development opportunities to improve expertise

Ongoing commitment to own personal growth demonstrated through, for example:

  • Further tertiary study/ qualifications; or
  • Sabbatical project; or
  • Other relevant professional development

Ongoing commitment to own personal growth demonstrated through, for example:

  • Participation in a Professional Learning Group of other leading principals; or
  • Further tertiary study/ qualifications;
  • Sabbatical project; or
  • Other relevant professional development

Leadership development

Provides effective professional leadership within the school

Demonstrated ability to fully discharge the duties and responsibilities of a principal, demonstrated through, for example:

  • Working with staff to set clear and appropriate educational goals for the school
  • Recognising the strengths and weaknesses of the school’s performance and planning an improvement trajectory/pathway
  • Ensures performance agreements and appraisal processes are in place for all staff

Demonstrated ability to adapt systems to school context, demonstrated through, for example:

  • School development and activities reflect strategic direction and priorities
  • School development focused on responsiveness to students needs

Demonstrated ability to improve teaching and learning with others.

Demonstrated development of leadership in others. Linked to analysis of self review and appraisal information

Demonstrated ability to, for example:

  • Develop leadership in others
  • Improve teaching and learning with and through others
  • Act as a coach/ mentor to colleagues
  • Provide leadership across local networks.

Improvement and innovation are supported by cycles of inquiry at every level

Rates effective
2 May 2016

NIL

$3,570

$6,630

$9,690

Rates effective
2 May 2017

NIL

$3,641

$6,763

$9,884

    1. For the purposes of this clause, continuous service is not broken by a gap in principalship of up to three years.  Service as a principal in a New Zealand state or state-integrated school shall be included in the calculation of service under the service criteria.  A special case may be made by a Board to the Ministry of Education to have other principal service included in the calculation of service provided that at the time of applying the principal has completed at least a year in a New Zealand state or state-integrated primary school.
    2. Service will not be counted for periods of time spent:
        1. on leave without pay;
        2. on secondment;
            • other than as a principal in another school
            • other than to the Ministry or the ERO for a period of no more than two years.
        3. as supernumerary in a teaching role;
        4. as a relief or acting principal (except where the acting or relief principal moves directly to a substantive principal role. Note the acting or relief role need not be in the same school as the new substantive role).
    3. When there is a break of three years' or more service before reappointment as a primary principal, previous experience as a principal in a New Zealand state or state-integrated primary and/or area school shall be credited as one half year of service for each complete year of principalship (that would otherwise be eligible as service for this allowance), allowing the principal the possibility of moving directly to any of the three career stages providing she/he meets the relevant professional criteria (to which the Board has attested), provided that:
        1. at the time of eligibility she/he has completed one year in their current position;
        2. that while they were on the break for three years or more the principal consistently maintained their teacher registration.
    4. Where the principal does not meet these requirements, three years' service must be completed prior to the previous experience as a principal being credited as one half year of service for each complete year of principalship (that would otherwise be eligible as service for this allowance).
    5. Principals who have met the service criteria of stage one (or higher) but have not participated in a First Time Principals’ Programme or similar and who are no longer eligible to do so shall demonstrate through their professional learning and development plan that they have participated in professional learning activities similar to the First Time Principals’ Programme.
    6. A principal who is undergoing corrective action pursuant to clause 8.3.2 or 8.4 of this Agreement shall not receive the career allowance from the commencement of the procedure until such time as the corrective action has successfully been completed at which time the career allowance recommences.
    7. To maintain eligibility for the career allowance, every three years the principal’s Board must re-affirm that the principal meets the service and professional criteria and has undertaken a performance agreement and annual review within the previous 12 months (consistent with clause 4.1 and 4.2).
    8. Where a principal was in receipt of one of the allowances of the career structure and is appointed to a new primary school, that principal shall continue to receive that career allowance provided the Board affirms that, as part of its appointment process, it satisfied itself that the principal meets that applicable allowance criteria.

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