Criterion GMA105#

Suitable human resource management processes are implemented. Processes include:

• induction procedures into the service;
• provision for professional development;
• a definition of serious misconduct; and
• discipline/dismissal procedures.

Guidance#

How to show you are complying#

You must make sure that suitable human resource management processes are implemented to support: 

• staff induction
• ongoing professional development, and
• clear expectations around conduct and performance.

Information which may also meet this requirement may be part of your hiring and employment processes.  

Suitable human resource management processes

Implementing suitable human resource management processes includes meeting your obligations under employment law, such as those set out in the Employment Relations Act 2000.

This criterion does not replace or override your legal responsibilities under employment law.

The Labour Inspectorate, part of the Ministry of Business, Innovation and Employment (MBIE), is responsible for investigating breaches of minimum employment standards.

Induction procedures into the service

The purpose of induction is to provide new staff with an understanding of how your service operates and the expectations of their role.  

Your induction procedures could include:

• information about health and safety procedures
• information about how to escalate concerns about child protection or health and safety risks
• information about emergency and evacuation procedures
• information about how to access operational policies and procedures
• clarification around work hours, duties and breaks
• information about the locations of facilities such as toilets and eating facilities.

Provision for professional development

You will need to take reasonable steps to provide staff with opportunities which are relevant to the provision of early childhood education and care. For example, this may include first aid training or child protection training.  

Professional development for teachers registered with the Teaching Council of Aotearoa New Zealand will include, but is not limited to, the following areas:

• an induction and mentoring programme which supports teachers to move from a Tōmua | Provisional Practising Certificate to a full practising certificate
• a Professional Growth Cycle which supports teachers to renew their practising certificates.

Definition of serious misconduct and discipline or dismissal procedures

Your will need a definition of serious misconduct along with discipline/dismissal procedures, and make sure staff have access to this information.

For teachers registered with the Teaching Council of Aotearoa New Zealand, the definition will be consistent with the criteria for reporting serious misconduct set out in the Teaching Council Rules 2016.

The Education and Training Act 2020 (sections 489 and 491) also requires you to report to the Teaching Council of Aotearoa New Zealand if you have reason to believe a registered teacher has engaged in serious misconduct, or you have dismissed a registered teacher for any reason. 

A link to the reporting requirement can be found in the tools and resources section.  Refer to HS128 for guidance on when you will need to also notify the Ministry of Education.