From time to time the Principal or the Board of Trustees will receive a concern or complaint about the actions of a member of staff.  This concern or complaint may come from a parent, fellow staff member or even a pupil.

As a Catholic School procedures are provided to ensure such complaints are dealt with fairly, with due seriousness and in line with Catholic Character and our Charism ensuring justice for all.  [Also refer to the relevant pages and procedures within the appropriate collective agreement.]


Read in conjunction 3.9 Privacy, 3.7 Staff Development Teacher, 3.8 Performance Management, 3.5 Competency and relevant collective agreement policy.


  1. To ensure the concern is directed to the appropriate person in the first instance.
  1. To avoid staff members getting into confrontational situations with people making a complaint.
  1. To ensure individual staff members are not harassed or impeded from carrying out their allotted tasks..
  1. To ensure the person making the concern or complaint is given a fair hearing and that it is taken seriously and documented ( being given due deliberation).
  1. To ensure all award, collective or individual contract provisions are abided by.
  1. To ensure due follow up procedures are carried out.
  1. When found to be soundly based, appropriate action to be carried out to overcome the situation which generated the concern (including appropriate professional support) – following the relevant policies mentioned above.
  1. To ensure that appropriate on-going monitoring takes place.



  1. Parents are encouraged to discuss any concerns they may have regarding their children’s education directly with the class teacher concerned. (They are also encouraged to make an appointment to ensure a mutually acceptable time.  Their Senior Teacher is to be kept fully informed.]
  1. Staff members are strongly encouraged to follow up all concerns with the person raising the concern after an appropriate passage of time to discuss perceived developments. These may need to continue for whatever time is deemed appropriate by the staff member, both for an evaluation of developments and for P.R. reasons.  If the concern is not resolved, see Step 3.
  1. Should the staff member / or parent so wish or should the complaint be anything other than of a minor nature, such complaints are to be referred to the syndicate leader, Associate Principals or Principal.

4              Anyone making a major complaint or having a serious concern are requested to give it in writing [or have an interpreter available if an ESOL parent needs support] and a copy is to be given to the Principal and staff member concerned.  Complaints against the Principal – written copy to B O T and the Principal.  Receipt of a complaint will be acknowledged in writing within two working days.

  1. Such complaints will be investigated by the Principal, with a written report going to the complainant and to the Board. A copy of the complaint and the Principal’s response will be kept on the staff member’s personnel file along with the staff member’s written response (staff member having been given five working days to respond in writing).
  1. Where the complaint is found to have some basis, the staff member will receive professional support, to effect change.
  1. Any ensuing disciplinary action will follow the provisions of the staff member’s current award, individual or collective agreement. (Refer also Policy Statement “Teacher Competency”).  It is important that the employee be advised of their right to request union assistance and/or union representation at any stage.
  1. A senior staff member (usually the Principal) will follow up all serious complaints with further discussion with the person[s] making the complaint, after an appropriate passage of time to discuss perceived developments.

Confidential aspects of any action taken will not be divulged to the person making the complaint or to any other inappropriate person(s).

  1. Complaints regarding support staff. Follow the procedures as outlined within their relevant collective agreement.
  1. Complaints against the Principal would be investigated by the B O T Personnel Committee.

Final Action

  1. Principal to make a recommendation to the Board.
  2. The Principal is to remove him/herself from the final decision. This fact and a record of the Board’s discussions are to be minuted.
  3. A final response will be submitted to the complainant in writing.
  4. All of the above steps will be actioned as soon as practicable.


In order to avoid such situations as above arising, all new staff members will undergo an induction process whereby all relevant policies and procedures are explained;  all staff members will have a written job description outlining who they are responsible to, and what they are responsible for and all staff members will be part of the school’s on-going appraisal system which defines aspects of the job description which are to be emphasized over a given time frame, and which will be linked to staff development training.






‘As a Catholic School we will ensure that every care is taken to support the health and well being of all students and the school community’.

The Board of Trustees and Staff take due care for the health and welfare of all students at St Mark’s school therefore where a student is seen as being unwell with a contagious (ie vomiting, diarrhoea, flu like symptoms), the parents/caregivers will be requested to collect their child from the sick bay and keep them away from school until such time as they are no longer contagious.


  1. Stand down periods for Vomiting and Diarrhoea are 48 hours following the last episode of either vomiting or having diarrhoea as per the Ministry of Health Guidelines 2016.
  1. Flu like symptoms including:
  • Fever 38 deg C or above
  • Cough
  • Sore throat
  • Runny/stuffed nose
  • Chills
  • Headaches
  • Body Aches
  • Somach upset

Minimum of 48 hours stand down.




“OPEN DOOR” Procedure and Meeting arrangements.


In spirit of Catholic Character the philosophy of this school is to continue to foster “open consultation between the school and the school community”.


To establish that our school community is willing to work co-operatively, i.e. Principal/teachers/students/parents and/or caregivers.


1.1        Where possible, teachers are available for short catch ups (ie. 1-2 minutes) at 8:30 on a school day.  they are not available once the teaching day has begun at 8:40.  When a longer appointment is needed or suitable time should be made through the school office.

The Principal is available, throughout the day, other appointments permitting for matters unrelated to the classroom/playground management.  In these instances the classroom teachers needs to be seen first.

A more complex problem or detailed discussion will need an appointment as listed below.

1.2        Meetings are to be arranged through a school office appointment.  The meeting time to be in agreement with all parties involved.

1.3        The senior teacher of a syndicate will be involved or informed of the meeting.

1.4        The Principal to be informed in all cases of the details of an meeting.  [To be recorded within Parent Interview Book in the Principal’s tray – School Office].

1.5        If the Principal decides a further meeting will be required as an outcome from a previous “meeting”, he/she will make such appointments normally through the school office.