The relevant Otago Polytechnic policies, procedures and guidelines and the New Zealand Institute of Skills and Technology (NZIST) policies, procedures and guidelines as per the Otago Polytechnic Transitioning (Grandparenting) From NZIST Policy.
1. This policy applies to all employees of Otago Polytechnic, including permanent or fixed term employees (collectively referred to as kaimahi in this policy document). It should be read in conjunction with the Recruitment of Staff - OP Business Division Procedure - Otago Polytechnic.
Audience and Scope
Contents
Purpose
Compliance
Definitions
Policy Principles
Roles and Responsibilities
References
2.1. The purpose of this policy is to set out the principles that guide us at Otago Polytechnic in the recruitment, selection, and appointment of kaimahi. We aim to reflect throughout this policy our commitment to our Values and Strategy and to ensure that Otago Polytechnic meets all legislative requirements.
2.2. Otago Polytechnic will apply the principles of this policy to attract, and appoint talented, high performing candidates with demonstrated excellence to enable successful implementation of our strategy and outcomes focus.
Children’s Act 2014
Criminal Records (Clean Slate) Act 2004
Crown Entities Act 2004
Education and Training Act 2020
Employment Relations Act 2000
Human Rights Act 1993
Immigration Act 2009
Official Information Act 1982
The Education (Pastoral Care of Tertiary and International Learners) Code of Practice 2021
Privacy Act 2020
Public Service Act 2020
3. The following definitions that apply to this policy:
Approvers: Otago Polytechnic personnel who have been granted authority to review and approve recruitment for a particular vacancy.
Candidate: A person who is applying for employment, including kaimahi already employed.
Equal Employment Opportunity (EEO): The elimination of barriers to ensure that all are considered for the employment of their choice in an equitable manner and can develop and perform to their full potential through an equal employment opportunities programme that is aimed at the identification and elimination of all aspects of policies, procedures, and other institutional barriers that cause or perpetuate, or tend to cause or perpetuate, inequality with respect to the employment of any persons or group of persons; for example (but not limited to) inequality of opportunity arising out of gender, ability, sexuality, beliefs, values, principles, worldview, or ethnicity.
Kaimahi/employee: A person employed to do any work for hire or reward under a contract of service (commonly called an employment agreement).
4.1. Otago Polytechnic is committed to being a good employer which includes the fair and proper treatment of all kaimahi and Candidates through the impartial selection of suitably qualified people for appointment*. Being a good employer also includes operating an employment policy containing provisions generally accepted as necessary for the fair and proper treatment of employees in all aspects of their employment including:
a) good and safe working conditions
b) an equal employment opportunities programme; and
c) the impartial selection of suitably qualified persons for appointment; and
d) recognition of:
the aims and aspirations of Māori; and
the employment requirements of Māori; and
the need for greater involvement of Māori in the education service; and
e) opportunities for the enhancement of the abilities of individual employees; and
f) recognition of the aims and aspirations and employment requirements, and the cultural differences, of ethnic or minority groups; and
g) recognition of the employment requirements of women; and
h) recognition of the employment requirements of persons with disabilities*.
4.2. Otago Polytechnic will deliver processes that support proactive, high engagement, values-based recruitment, selection and appointments. Otago Polytechnic aspires for all Candidates to have a positive experience that enhances the reputation of Otago Polytechnic as an employer of choice.
4.3. Otago Polytechnic will provide Equal Employment Opportunities in accordance with the requirements of the Education and Training Act 2020 giving preference to the person who is best suited to a position alongside consideration to our priority groups, Māori, Pacific and Disabled.
4.4. To ensure diversity is reflected at all levels of the workforce Otago Polytechnic will recognise and uphold equity and be free from unlawful discrimination and will pursue equity with reference to the guidelines issued by the Human Rights Commission on measures to ensure equality.
4.5. The recruitment of Otago Polytechnic kaimahi is guided by our legislative responsibilities under the Education and Training Act 2020.
4.6. Otago Polytechnic will provide candidates with a safe, engaging process reflecting their individual needs. This includes (but is not limited to) respecting and reflecting cultural practices, ensuring accessibility, supporting people, and communication techniques.
4.7. In demonstrating commitment to equity, Otago Polytechnic will collect, report, and monitor data, acknowledging that it is still developing its understanding and expertise in data sovereignty.
4.8. Otago Polytechnic will apply recruitment procedures consistently for all candidates.
4.9. Otago Polytechnic will ensure that recruitment decisions are made using a fair and transparent selection process, and records are retained in accordance with procedures.
4.10. Otago Polytechnic will undertake continuous quality improvement processes to mitigate risk of implicit bias and privilege this includes but is not limited to, gender, sexuality, disability, ethnicity, language, worldview, and cultural norms.
4.11. Otago Polytechnic will ensure information will be kept confidential throughout the recruitment process and will only be used for the purpose for which it was intended. All records will be held in accordance with the Privacy Act 2020.
Notes:
* With reference to the requirements of the Education and Training Act 2020 (sections 602 to 604).
** Crown Entities Act 2004 Section 118: Crown entity to be a good employer, and section 597 of the Education and Training Act 2020.
5. Roles and responsibilities that apply to this policy:
Kaimahi: Ensure the recruitment process is followed and all information provided is true and correct
Approvers: Review and approve all vacancies to be recruited prior to advertising.
Formal Leader:
Responsible for the recruitment and selection of applicants
Review the need for the position – justification and consideration of alternative options including job profile, position description and job sizing
Obtain approval to recruit as per the delegated authority before commencing any recruitment, selection or appointment process
Submit the request for approval, ensuring it contains all required information to enable an approval decision to be made
People and Culture: Provide sound advice and support throughout the recruitment process and assist hiring managers and kaimahi (potential and current) through recruitment, selection and appointment processes.
Related Policies
Delegations Policy
Privacy Policy and Procedure
Remuneration Policy
Diversity, Equity & Inclusion Policy
Processes, Procedures
Remuneration Procedures
Employment Vetting Procedures
John Gallaher (Chairperson)
Otago Polytechnic Council
Date 18 December 2025