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 Education Review Office.
When assessing whether you comply with GMA105
Questions we are likely to ask
What does your induction process involve?
What types of professional development opportunities do you provide staff?
What is your definition of serious misconduct and associated disciplinary/dismissal procedures?
We are likely to request
Policies, procedures or other types of documents which demonstrate how this requirement is implemented.
Findings or decisions made by relevant authorities regarding compliance with minimum employment standards may be considered as part of our assessment against this criterion.
The tools below are here to support you. You do not have to use them. You can use other tools or methods that work better for your service.
Employment New Zealand
The Employment New Zealand website provides comprehensive information to support employers to comply with employment laws.
Employment agreement builder
The business.govt.nz website hosts an Employment Agreement Builder which may help you in developing employment agreements.
Employment agreements – business.govt.nz
Labour Inspectorate complaints – Employment New Zealand
Teaching Council of Aotearoa New Zealand
Professional Growth Cycle – Teaching Council of Aotearoa New Zealand
Mandatory reporting
Submitting a mandatory report – Teaching Council of Aotearoa New Zealand
Implementing suitable human resource management practices is underpinned by the regulations 47(1)(a) and 47(1)(e).
These require service providers to make sure that the service is effectively governed and managed in accordance with good management practices.
The regulations also require service providers to make sure all reasonable steps are taken to provide staff employed or engaged in the service with adequate professional support, professional development opportunities and resources.
Doing more than the minimum can shape better outcomes for children. Here are some ideas or examples you might like to consider.
Within your discipline or dismissal procedures you may find it useful to reference regulation 56. This will help make sure your service acts appropriately if there are reasonable grounds to believe that someone working in or visiting the service has:
physically harmed or abused a child, or committed a crime against children
used inappropriate discipline, such as:
solitary confinement
immobilising a child
withholding food, drink, warmth, shelter, or protection.
Professional development can be made more effective when it is intentionally aligned with individual appraisal goals and the professional growth cycle for certificated teachers. By documenting and linking these processes, you will be able to identify specific, measurable goals and track progress over time. This can be supported through observations, professional conversations, coaching or mentoring, and self-reflection.