Element F - Improvement track

If the professional leader chooses not to endorse a kaiako | teacher’s application because in their professional judgement they do not meet Ngā Paerewa | Standards as required for their practising certificate type, the kaiako | teacher must have been advised that there are specific concerns about their current professional practice before beginning the endorsement process. They must also have had the opportunity to be supported to address the concerns within an agreed timeframe.

Note: If practising certificate renewal occurs during the time the kaiako | teacher is engaged in a process to address issues or concerns with their practice, and the professional leader is satisfied they are making good progress, they can choose to endorse the kaiako | teacher as meeting Ngā Paerewa | Standards. 

The professional leader can also choose that the kaiako | teacher does not meet Ngā Paerewa | Standards while the process is underway. At any time, the professional leader can discuss their concerns with the Council to seek further advice or guidance, and we encourage you to do so, to enable the Council to take appropriate and fair decisions. 

Managing concerns about meeting Ngā Paerewa | Standards

Although the Council does not get involved in employment matters, we understand that consistent advice is important. Therefore, we recommend that the following guides professional leaders when they are concerned that a kaiako | teacher’s practice does not currently meet Ngā Paerewa | Standards as required for their practising certificate type: 

• The concerns should be clearly identified with specific examples and discussed with the kaiako | teacher, with reference to the expectations (often recorded in a quality practice template) of what demonstrating Ngā Paerewa | Standards looks like in their setting. 
• Remedial action(s) required from the kaiako | teacher should be identified, explained, and discussed. 
• Support available to the kaiako | teacher should be identified and discussed (such as professional development or observations with feedback). 
• Reasonable timeframes for when progress is reviewed should be discussed and set. If the issues are resolved, this needs to be communicated to the kaiako | teacher; likewise, if satisfactory progress has not been made within the agreed timeframes. 
• If there is not sufficient improvement in the period discussed, performance management processes outlined in employment agreements must be complied with. 
• If no further improvement is made, the professional leader is likely to consider extending formal performance management. 
• If the professional leader believes the kaiako | teacher hasn’t reached the required competence level after these steps have been taken, they are required to submit a mandatory report. 
• If employment is terminated or the kaiako | teacher resigns while this process is underway, the professional leader is required to complete a mandatory report. For more information about the mandatory report process, please refer to our webpage.