Information for Parents - Avonside Girls' High School

Stationery

General Information

Absences
Parents/caregivers telephone the school on the morning of an absence, a note is not then required. Absences can also be emailed to:
absences@avonside.school.nz. Otherwise, students must bring a note to their Form Teacher on the day they return to school. The note should show name, form, dates of and reasons for absences, and be signed by a parent or caregiver.

Environmental Care
Everyone is expected to help keep the school environment clean and tidy. In different seasons of the year various lawns/fields will be placed out of bounds.

Homework
Parents are asked to see that their daughters have adequate time and a suitable place for study and preparation. The following is a guide per evening:
Years 9 and 10: 1 - 1.5 hours
Years 11, 12 and 13: 2 - 3 hours
Revision or reading should be done if no specific work is set. Homework is study done at home: it should not be confined to completion of work set by the teacher.

Lateness
A student who arrives at school after 8.45am must sign in at the school office. They will receive a lunchtime lateness detention to be done on that day.

Leave
Appointments
Dental and medical appointments should be made out of school time. If this is not possible a note (signed by a deputy/assistant principal) or appointment card must be brought to the school office when the student signs out to go to the appointment.

Lunchhour leave
Students, in general, do not leave the school at lunchtime. Lunch passes are issued at the beginning of the year only to those who go to their own home for lunch every day. A student who wishes to leave the grounds at lunchtime for any reason, on a particular day, must bring a note to one of the Deputy Principals or Assistant Principal on that day. Permission to leave will be granted only in exceptional circumstances.

Extended Leave
If a period of extended leave from school is planned, a letter requesting the leave and indicating the reasons, must be sent to the Principal. This should be, at least, two weeks before the absence, if possible.

Sickness
Students who need to have access to particular medicines, other than inhalers, should leave them at the school office. Any student who is unwell, must report to the office. Parents will be contacted by the office staff. Girls must not leave the school without our knowledge. Panadol or other medicines are not given to students without parents' permission. Parents are asked to keep their daughters at home if they are not well.

School Donation
The school donation is $100.00 per student ($150 for two or more). It includes the annual subscription to the Parent Teachers' Association. Receipts are issued when the fees are collected. The fee provides funds for sports equipment, musical instruments, team travel and library resources.

School Hours
Monday - Friday 8.45 - 3.15pm Lunch 12.15 - 1.15pm
Wednesdays 8.45 - 2.30pm Lunch 12.15 - 1.00pm

Travel
The school is within a few minutes walk of Richmond and Avonside bus routes. Girls from Sumner, Lyttelton, Heathcote, St Martins, Redcliffs, Mount Pleasant, South Brighton, North Beach and Parklands have special buses to and from the school gates. For girls who require bus connections to other parts of the city, there is a special bus to the Bus Xchange which leaves from the main gates after school.

The cycle stand is locked during the day for security, but cycles must be locked securely as well.

If you are dropping your daughter off or picking her up from school, please arrange to do this in Woodham Road or Avonside Drive away from the bus stops. Please do not drive into the grounds to pick your daugher up after school.

Vehicles
Students who drive a car or ride a motorcycle to school must fill out a permission form. If passengers are carried, written permission from the parent/caregiver of both driver and every passenger must be filed with the school office. Only students who have full licences can carry passengers legally. Cars should be parked on Avonside Drive, not in the school grounds or Cowlishaw Street.

School Rules
Alcohol,tobacco,drugs
Students are not permitted to bring tobacco, alcohol, party drugs or any other drugs to school. Using any of the drugs at school, while in uniform or on a school activity/camp is not permitted and will be treated very seriously as a discipline issue.

Cell Phones
These are not permitted in class. A cell phone will be confiscated if
- a student has it visible in class, turned on or uses it in class
- a student is late arriving at class due to use of a cell phone
- a student uses a cell phone to send offensive or intimidating messages.
A cell phone which has been confiscated will be held in the school office until the end of the school week, when it can be collected at the end of the school. A cell phone confiscated on friday may be collected the following friday.

Classroom Behaviour
All students are expected to adhere to the classroom rules which are posted in each classroom.

Detention
A school detention may be given for infringement of rules. Detentions are held at lunchtimes on Tuesdays and Fridays from 12.20pm to 1.00pm. There are no alternatives to these times. Students are given 24 hours notice of such detentions.

Leaving School
Students are not permitted to leave the school grounds between 8.45am and 3.15pm with out permission.

Uniform
Wearing the school uniform means wearing the complete uniform at all times. Brown shoes are part of the complete school uniform. This includes travel before and after school, during the entire school day and on school trips and excursions.

Winter uniform is to be worn in Terms 2 & 3 and summer uniform in Terms 1 & 4. At no time should a student wear a mixture of summer and winter uniforms.

Make-up and nail polish are not to be worn. Hair is to be clean and tidy and of a natural colour. Extreme hair styles are not permitted. If hair is long it must be tied back in practical subjects.

Jewellery is not permitted other than a watch and plain ear studs. Nose, eyebrow, tongue or any other facial piercing (including use of a retainer), is not permitted.

Confiscation of non-uniform items
Should a student wear jewellery or clothing that is not uniform, it will be confiscated by a teacher and held in the office. Parents will be notified by letter and the items returned to the student at the end of the term.

AVONSIDE GIRLS' HIGH SCHOOL

ADOPTED

February 1996

REVIEWED

August 2009

COMMITTEE

HR

NEW REVIEW DATE

August 2012

PERSONNEL COMPLAINTS POLICY

GOALS

· To develop sound processes which ensure that staff are treated fairly and consistently

· To provide a fair and just mechanism for dealing with complaints about personnel.

· To provide a process in which those involved have confidence and which leads to a resolution satisfactory to the majority.

GUIDELINES

In instituting these processes for making complaints, it is expected that the guidelines set out below will be followed:

· There is to be a designated complaint handler for every group of personnel in the school community about which a complaint might be received. Any person receiving a complaint is to refer the complaint to the appropriate complaint handler.

· Two levels of any complaint - both the formal and general concerns - are to be acknowledged by the complaint handler. Refer to Appendices I & II for the procedures in regard to concerns and formal complaints.

· Any person about whom a complaint has been made is to be informed as soon as is practicable.

· Requests that a complainant's identity be kept confidential are to be respected unless natural justice demands otherwise.

· It is hoped that any complaints will be resolved at the lowest level.

· All parties are to be notified of the outcome of the complaint process as soon as is practicable.

· Refer to Appendix for procedure for responding to a formal complaint.

Designated complaint handlers are as follows:

· A complaint about a teacher may go to a number of complaint handlers : to the teacher's Head of Department if the issue is to do with day-to-day classroom and curriculum matters, to representatives of the school's Senior Management Team if the issues are deemed to be more serious, and ultimately, if the issue is a serious or complex legal, ethical or moral one, to the Principal, who will investigate the complaint. Any further action required will be handled according to the provisions of the relevant Collective Employment or Individual Employment Agreement for this group of staff or staff member.

· Any complaints about administrative and maintenance staff to be referred to the Principal and handled according to the provisions of the Collective Employment Agreement or Individual Employment Agreement applying to these staff.

· Any complaint about the Principal must be referred to the Chairperson of the Board of Trustees, who will determine whether or not the complaint warrants an investigation.

· Any complaint about any member of the Board of Trustees is to be referred to the Chairperson of the Board of Trustees, who will determine whether the complaint warrants an investigation.

· Any complaints about the Chairperson of the Board of Trustees is to be referred to the Deputy Chair of the Board, who will determine whether or not the complaint warrants an investigation.

· In any case, a formal complaint will be dealt with by the procedures outlined in Appendix II.

If hearings are to be held, the following applies:

· Hearings to do with complaints about staff members are to be held before the Chairperson of the Board of Trustees and four other Board Members.

· Hearings to do with complaints about Board of Trustees Members are to be held before the Chairperson of the Board of Trustees, the Principal and two other Board members.

· Hearings to do with complaints about the Chairperson of the Board of Trustees are to be held before the Deputy Chair, the Principal and two other Board members.

Appendix I

PROCEDURE FOR PARENTS AND STUDENTS –

WHAT DO I DO IF I HAVE A CONCERN?

If you have a concern you should firstly try to contact the teacher and discuss the matter with her/him.

Please ensure you leave information with the school office about the best time to contact you. If you write please ensure that a contact phone number is included. If you would prefer a written reply then we will endeavour to reply within five working days.

Once your concern has been considered and an answer provided or an action taken by the school, if you are not satisfied that your concern has been adequately remedied, then you may wish to take your concern further.

If your concern is over a matter about which you don't wish to speak to the teacher directly or is about a general school matter, you could phone or write to

1) the Form Teacher

2) the Head of Department of the subject

3) the Dean in charge of the year level of your daughter

4) one of the Counsellors

5) the Principal, Deputy Principals or Assistant Principal

Appendix II

PROCEDURE FOR MAKING A FORMAL COMPLAINT

If you are not satisfied that you have got answers for your concerns and wish to make a formal complaint, the following procedures apply:

1 A formal complaint must contain a first hand account of the issue. Write down your complaint giving specific details of what it is you are complaining about. Include details of efforts you have already made to resolve the matter. Include your name and contact phone number.

2 Take your written complaint to the Principal or another member of the school's senior management if the Principal is absent. Ask for assistance at the school office if you are unsure how to go about delivering your complaint. If you prefer you can hand your complaint to a member of the Board of Trustees who will deliver your complaint for you to the Principal. The school office can tell you how to get in touch with a member of the Board of Trustees.

3 When the Principal receives a complaint, the matter will be discussed with you before deciding what further action should be taken. If you want somebody else to accompany you when you discuss the matter you are welcome to do so.

4 The Principal will talk to the person about whom the complaint has been made as well as interviewing anybody else who may have had a part to play in the incident or who may have seen what happened. Written statements will usually be taken.

5 The Principal will decide what steps will be taken as a result of the initial enquiries.

6 You will be informed of the outcome of the enquiries.

7 Depending on the nature of the complaint, the matter may be referred to the Board of Trustees who will make an initial enquiry.

8 Your complaint will be treated in confidence. However, in the interests of natural justice the person about whom a complaint is made must have the opportunity to hear all details about the complaint and to reply to it.

APPENDIX III FORMAL COMPLAINT PROCEDURE

Principal/Board receives complaint

ß

Principal discusses complaint with staff member (Staff members are entitled to representation)

Þ

Principal decides to take the matter no further or resolution achieved by agreement between the parties.

ß

Employer decides to conduct initial enquiry. (Suspension on pay may be an option in exceptional circumstances).

Þ

Employer decides to take the matter no further or resolution achieved by agreement between the parties.

ß

Employer determines there is a case to answer.

ß

Employer initiates formal disciplinary procedures.

ß

FORMAL INVESTIGATION

___________________________________

This should consist of a presentation of evidence (with the opportunity to question witnesses) before the employer. Union members are entitled to field officer representation.

Þ

Complaint not upheld. Staff member advised.

General Information

Environmental CareEveryone is expected to help keep the school environment clean and tidy. In different seasons of the year various lawns/fields will be placed out of bounds.

AVONSIDE GIRLS' HIGH SCHOOL

ADOPTED February 1996 REVIEWED August 2009 COMMITTEE HR NEW REVIEW DATE August 2012

PERSONNEL COMPLAINTS POLICY

GOALS

· To develop sound processes which ensure that staff are treated fairly and consistently

· To provide a fair and just mechanism for dealing with complaints about personnel.

· To provide a process in which those involved have confidence and which leads to a resolution satisfactory to the majority.

GUIDELINES

In instituting these processes for making complaints, it is expected that the guidelines set out below will be followed:

· There is to be a designated complaint handler for every group of personnel in the school community about which a complaint might be received. Any person receiving a complaint is to refer the complaint to the appropriate complaint handler.

· Two levels of any complaint - both the formal and general concerns - are to be acknowledged by the complaint handler. Refer to Appendices I & II for the procedures in regard to concerns and formal complaints.

· Any person about whom a complaint has been made is to be informed as soon as is practicable.

· Requests that a complainant's identity be kept confidential are to be respected unless natural justice demands otherwise.

· It is hoped that any complaints will be resolved at the lowest level.

· All parties are to be notified of the outcome of the complaint process as soon as is practicable.

· Refer to Appendix for procedure for responding to a formal complaint.

Designated complaint handlers are as follows:

· Any complaints about administrative and maintenance staff to be referred to the Principal and handled according to the provisions of the Collective Employment Agreement or Individual Employment Agreement applying to these staff.

· Any complaint about the Principal must be referred to the Chairperson of the Board of Trustees, who will determine whether or not the complaint warrants an investigation.

· Any complaint about any member of the Board of Trustees is to be referred to the Chairperson of the Board of Trustees, who will determine whether the complaint warrants an investigation.

· Any complaints about the Chairperson of the Board of Trustees is to be referred to the Deputy Chair of the Board, who will determine whether or not the complaint warrants an investigation.

· In any case, a formal complaint will be dealt with by the procedures outlined in Appendix II.

If hearings are to be held, the following applies:

· Hearings to do with complaints about staff members are to be held before the Chairperson of the Board of Trustees and four other Board Members.

· Hearings to do with complaints about Board of Trustees Members are to be held before the Chairperson of the Board of Trustees, the Principal and two other Board members.

· Hearings to do with complaints about the Chairperson of the Board of Trustees are to be held before the Deputy Chair, the Principal and two other Board members.

Appendix I

PROCEDURE FOR PARENTS AND STUDENTS –

WHAT DO I DO IF I HAVE A CONCERN?

If you have a concern you should firstly try to contact the teacher and discuss the matter with her/him.

Please ensure you leave information with the school office about the best time to contact you. If you write please ensure that a contact phone number is included. If you would prefer a written reply then we will endeavour to reply within five working days.

Once your concern has been considered and an answer provided or an action taken by the school, if you are not satisfied that your concern has been adequately remedied, then you may wish to take your concern further.

If your concern is over a matter about which you don't wish to speak to the teacher directly or is about a general school matter, you could phone or write to

1) the Form Teacher

2) the Head of Department of the subject

3) the Dean in charge of the year level of your daughter

4) one of the Counsellors

5) the Principal, Deputy Principals or Assistant Principal

Appendix II

PROCEDURE FOR MAKING A FORMAL COMPLAINT

If you are not satisfied that you have got answers for your concerns and wish to make a formal complaint, the following procedures apply:

1 A formal complaint must contain a first hand account of the issue. Write down your complaint giving specific details of what it is you are complaining about. Include details of efforts you have already made to resolve the matter. Include your name and contact phone number.

3 When the Principal receives a complaint, the matter will be discussed with you before deciding what further action should be taken. If you want somebody else to accompany you when you discuss the matter you are welcome to do so.

4 The Principal will talk to the person about whom the complaint has been made as well as interviewing anybody else who may have had a part to play in the incident or who may have seen what happened. Written statements will usually be taken.

5 The Principal will decide what steps will be taken as a result of the initial enquiries.

6 You will be informed of the outcome of the enquiries.

7 Depending on the nature of the complaint, the matter may be referred to the Board of Trustees who will make an initial enquiry.

8 Your complaint will be treated in confidence. However, in the interests of natural justice the person about whom a complaint is made must have the opportunity to hear all details about the complaint and to reply to it.

APPENDIX III FORMAL COMPLAINT PROCEDURE

Principal/Board receives complaint

ß

Principal discusses complaint with staff member (Staff members are entitled to representation) Þ Principal decides to take the matter no further or resolution achieved by agreement between the parties.

ß

Employer decides to conduct initial enquiry. (Suspension on pay may be an option in exceptional circumstances). Þ Employer decides to take the matter no further or resolution achieved by agreement between the parties.

ß

Employer determines there is a case to answer.

ß

Employer initiates formal disciplinary procedures.

ß

FORMAL INVESTIGATION ___________________________________ This should consist of a presentation of evidence (with the opportunity to question witnesses) before the employer. Union members are entitled to field officer representation. Þ Complaint not upheld. Staff member advised.

ß

Employer upholds complaint.

ß

Staff member makes representation about penalty.

ß

Penalty imposed. Þ Process finished.

ß

Staff member may lodge personal grievance if warranted.

Environmental Care
Everyone is expected to help keep the school environment clean and tidy. In different seasons of the year various lawns/fields will be placed out of bounds.

ADOPTED

February 1996

REVIEWED

August 2009

COMMITTEE

HR

NEW REVIEW DATE

August 2012

Principal discusses complaint with staff member (Staff members are entitled to representation)

Þ

Principal decides to take the matter no further or resolution achieved by agreement between the parties.

Employer decides to conduct initial enquiry. (Suspension on pay may be an option in exceptional circumstances).

Þ

Employer decides to take the matter no further or resolution achieved by agreement between the parties.

FORMAL INVESTIGATION

___________________________________

This should consist of a presentation of evidence (with the opportunity to question witnesses) before the employer. Union members are entitled to field officer representation.

Þ

Complaint not upheld. Staff member advised.

Penalty imposed.

Þ

Process finished.