The easiest way to find published documents (usually download in pdf format) is to
Selected further information and resources on class size.
This series of pamphlets includes advice and guidance covering the following topics: Beginning teachers;
Employment relations problems/Personal grievances;
Guidance for teachers in their relationships with students;
Guidance for teachers working with MÄori students;
Introducing Te Huarahi MÄori Motuhake;
Making schools safe for people of every sexuality;
Teacher conduct and discipline;
Teachers' salary guide: Area schools;
The staff representative on the board of trustees.
PPTA publishes a number of newsletters to groups of members. PPTA advisory group correspondence and information.
Press releases, advertising, posters
PPTA News is the journal of the New Zealand Post Primary Teachers' Association. There are 11 issues published each year. It contains articles of professional and industrial interest.
Enquiries: The Editor, PPTA News, PO Box 2119, Wellington, New Zealand. Ph: 04 3849964; Email firstname.lastname@example.org
Approximately 18,000 copies of PPTA News are distributed free to secondary and area schools and other institutions.
Not all the opinions expressed within PPTA News reflect those of the PPTA.
Documents that are not PPTA documents. Includes Official Information Act requests, documents supplied by other organisations and WWW resources for teachers. Please contact us if any of these links are broken email@example.com
(May 2015) This paper is redrafted and updated by NZPPTA from the advice to the Government by the Secondary Education Coalition (SEC) - Secondary teacher supply: a co-ordinated response, April 2001. It attempts to identify the principles and underlying realities of secondary teacher supply. There is an overview of the integrated recommendations of the SEC to manage medium and long term secondary teacher supply.
Secondary teacher supply is about more than matching the number of applicants with the number of vacancies. Inadequate supply impacts immediately on the overall quality of the teaching force in schools. Where there are few applicants for advertised positions schools have limited choice in appointments. Where choice of appointment is limited the option often either to not appoint or to appoint someone less than adequately suited to the position. Matters of equity are touched upon when only some schools can choose from wide and well qualified pools of applicants.
(May 2015) In term one 2015 the principals of secondary and composite schools with senior rolls were a surveyed about their staffing situation. The questions focused on the broader aspects of the teacher supply equation; raising issues of both quantity and quality of supply. There have been similar surveys since 1996.
This report is based upon replies received from 172 secondary and composite schools. This represents 37.9% of schools that received the survey. Two schools did not identify themselves. The response rate for identified secondary schools was 42.0%, a comparable 38.7% for non-kura composite (area) schools and 7.3% for kura and Wharekura Maori schools.
The responses relate to the staffing situation as at 15th March 2015 unless otherwise indicated.
(June 2015) The maternity grant is a payment made to a woman teacher after she gives birth or adopts a child. Maternity grant entitlements are set out in your collective agreement. (STCA, ASTCA)
(June 2015) Vulnerable Children Act - Appendix Specified Offences.
Under the Education Amendment Act 2015, teachers will lose their registration if they have one of the specified offences unless they have applied to the Ministry of Social Development and received an exemption.
An offence against any of the following provisions of the Crimes Act 1961:
(May 2015) A fixed term agreement is when your job at a school is temporary rather than
permanent. For example, you might be appointed to a full-time position at a high school to teach English for a year or you may be appointed to work on a literacy project at a high school and your employment will conclude at the end of the project.