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EmployNZ Student Handbook Wiki

Welcome to EmployNZ.

We are delighted that you have chosen to enrol on one of our programmes. Our tutors, administrators and management are all committed to helping you achieve your goals and collectively they will make your time with us as comfortable, safe, and productive as possible. We hope you enjoy your time with us and encourage you to discuss any problems or concerns you have with your tutor or other staff member who will be more than happy to help.

EmployNZ is here to meet the needs of our students, clients and stakeholders and this wiki, is a part of how we communicate the way we do things at EmployNZ and to share with you some of our policies. Traditionally we have issued a hard copy Student Handbook. This wiki is the digital version of what was our Student Handbook. It has been designed to be viewed online and in the My EmployNZ App ensuring that you have access to the information whenever you need to access it.

The Purpose of the Student Handbook Wiki

EmployNZ is committed to providing clear, accurate and relevant information to our students before, during and after their study with us and ensuring that the information is explained and understood. With this in mind, please use this handbook as a guide to refer to. It’s purpose is to ensure that you are aware of our code of conduct and your obligations as a student. It also provides clarity on the informal and formal processes that you and our organisation will follow if problems are encountered.

The content of Section 1 applies to all students. Section 2 is only relevant to you if you are a fee paying Domestic student, and Section 3 is only relevant to you if you are an International fee paying student.

Throughout this handbook, references are made to forms, templates, check-lists and other documents (Forms). The appendices of this handbook is where you will find these as/if necessary. If you are unsure of the terminology or language used in this handbook a description of key definitions is located in the Glossary of Terms at the back.

A staff member will clarify the contents of this handbook, your curriculum and any specifics relevant to the programme you are enrolled on. At the completion of this orientation you are required to sign the Learner Contract and Learner Authorisation forms at the back of this handbook and any other documentation as relevant to your programme of study. Your signature on these forms in combination with that on your Enrolment form will be an acknowledgement that you will abide by our rules and regulations, commit to your obligations as a learner and are aware of the consequences if you do not.

EmployNZ will retain the original copy of these forms and at your request provide you with a copy.

For reference purposes you may retain a hard copy of this handbook. A copy is also available in your Training facility’s common room or it can be provided to you upon request from a Staff Member.

Introduction to EmployNZ

EmployNZ Ltd is a Category 1 Private Training Establishment registered and accredited by New Zealand Qualifications Authority (NZQA) to provide education and training, pursuant to the Education Amendment Act.

We were established in the year 2000, with the specific goal of providing high quality training services to the Bay of Plenty Region. Today we are involved in a number of different areas of provision and have training facilities in Tauranga, Mount Maunganui, Whakatane, Rotorua, Henderson, Onehunga and offices in Taupo and Auckland. We offer student-centred learning environments over a range of qualification Levels (1 – 6) and subject areas to both Domestic and International students. We believe that smaller class sizes, wrap around support services and ensuring that the training and qualifications students receive are industry focused, provide the best pathway to further study and/or employment.

Vision, Values and Purpose

Our Vision

As acknowledged in our story, EmployNZ was gifted our vision statement by kaumatua Tamati Tata in 2014 to ensure that everything that we do contributes to the positive change to the lives of our students, clients, and their whanau.

“Te Taumata Oranga – We Change Lives”

Our vision has become our challenge and our reason for being. It guides what we do and how we approach our work and the people we serve every day.

As an organisation we are driven by our vision and acknowledge that fulfilling this commitment requires extraordinary innovation, compassion and attention to detail.

EmployNZ Values

• Be Accountable
• Focus on Success
• Committed to Making a Difference
• Talk Openly and Honestly

Our Purpose

To provide a supportive learning environment which inspires our students and clients to achieve their educational and employment goals.

Vision and Purpose – Our Reason for Being.

EmployNZ’s vision, purpose and strategic direction is founded and grounded in the belief that EmployNZ exists to provide life changing education and social services opportunities that serve the best interests of our students and clients as they navigate towards employment. Student and client wellbeing, engagement and pathways are our core focus as they prepare for the next steps in their pathway towards employment.

This belief underpins all aspects of our relationships and operations and the certainty of our vision and purpose is the catalyst for the deliberate actions that we have embedded throughout all of our processes, practices and interactions in the student journey. EmployNZ is led by people with a deep passion for creating positive change. Our expertise in the education and social service fields has seen our organisation flourish, and our leadership remains as passionate now as ever, led by the following whakataukī, ensuring our focus on the people we support is constantly centered and upheld:

He aha te mea nui o te ao? He tangata, he tangata, he tangata.

What is the most important thing in the world? It is people, it is people, it is people.

This focus on students, clients and our aspirations for their wellbeing and pathways drives us to constantly reflect on and review student and client achievement and pathways alongside those who have not experienced the same successes so we can celebrate the successes and further support and improve how we can move towards equity and success for all.

Learning from our past so we can plan a better future for our staff, students and clients.

Strategic Direction and Intent

EmployNZ has a Strategic Direction and Intent document which is used to plan and communicate what it is that we are setting out to achieve for our students, clients and stakeholders.

At the core of our planning is our Vision, Purpose Values and our reason for Being. Everything, we do is based on our belief about what it is that we are here to achieve for the people working, studying or accessing services at EmployNZ.

EmployNZ has planned into our future and communicate our aspirations for us all through a series of desired outcomes for a range of Strategic Outlooks.

Strategic Outlooks

The EmployNZ Strategic Outlooks (50, 10, 5 & 3 Years) encapsulate what it means to bring effect to our vision in the context of a series of outlooks designed to inform those involved in planning EmployNZ’s strategic direction. Our outlooks are written as a series of desired outcome statements which communicate the intent and aspiration of the EmployNZ founders and the challenge EmployNZ accepted when we were gifted our vision from kaumātua, Timoti Tata.

The EmployNZ BHAG is grounded in the aspiration that EmployNZ will become an internationally recognised education and social service organisation that transcends generations and responds effectively to the ever-changing needs of our learners, clients, local employers, and stakeholders. We will continue to have working relationships with tangata whenua in the rohe we operate and will be contributing to community, and hapu and whanau strategic goals and aspirations for their people because they will be integral partners and guide EmployNZ at all levels of our organisation.

We envision a dynamic, innovative, and responsive organization that thrives on growth and expansion, while remaining deeply rooted in our communities and having a whanau focus and feel. We will serve our rangatahi, young Pacific Peoples, and all those who have left or are leaving school, those who need support securing and staying in employment and those rangatahi who need social services to help navigate and support them through their years of 15 – 24.

We aim to achieve this by continuously adapting and improving our programmes and services, fostering strong partnerships, and working with people on staff who want to contribute towards the EmployNZ kaupapa. We aspire to be a catalyst for positive change, empowering people to become independent, reach their full potential, and contribute to their whanau, community, Aotearoa and abroad.

If you would like to learn more about these Strategic Outlooks, please ask your tutor and they will introduce you to the staff that can walk you through the full document.

Student Wellbeing, Engagement & Pathways Policy

(Extract Quality Assurance Document - 1.6)

This policy is underpinned by the belief expressed in section, Vision, Values and Purpose our explanation of how we believe the student wellbeing, engagement and pathways are intrinsically integrated together and the aspirations and desired outcomes communicated in our strategic direction.

EmployNZ will ensure that we are continually reviewing and ensuring our structure and roles, internal support services, Pastoral care, support networks and stakeholders are relevant and current so we can support the needs of our students and clients. Our aim is to provide them with every opportunity to succeed, achieve, become more confident and gain independence, as we work alongside them so they can make informed decisions for their futures, and specifically the next step of their pathway towards employment.

We will support their decisions and journey alongside them to secure these destination outcomes, remain in contact and be available for them so we can provide additional support or encouragement as they transition into, and then settle into those outcomes.

This policy is grounded in the belief that wellbeing, engagement, and pathways are intrinsically linked to one another as the pathway becomes the inspiration, focus, context and basis of our engagement and relationships required to support wellbeing during their journey with us.

EmployNZ will promote our approach everyday through the memorable phrase or tagline incorporated into our logo and branding, “Training for Employment”.

We have integrated our approach to student wellbeing and pathways into how we bring effect to this policy into our everyday life which is part of the DNA of who we are and what we offer. Every aspect of our operations and decision making is based on this belief and is our reason for being.

The policy will be brought effect through our relationships, support staff services, internal support services, Pastoral Care, process and practices and the supported referrals to local services or agencies as required.

We will focus on the transitions within the student journey to ensure that we have designed our systems and processes to start with the end in mind. Pathways towards employment for all through education, further education pathways or employment placement services.

The transitions in the student journey of Moving In, Moving Through, Moving Up and Moving Out are the basis for our approach, processes and support services and we are committed to ensuring that we are constantly looking for ways to identify, eliminate or minimize any barriers to access, progression, achievement, and success which may present while they are under our care. EmployNZ will identify and attempt to address barriers to attendance as a critical aspect of student wellbeing, engagement, and pathways. We will support students to attend the hours expected for their courses and follow up on absenteeism using our custom-built Attendance APP. The key measure for this information is the Attendance Rate and how it is used in our Progression Measure which is used by Programme Management and teaching staff as a student support mechanism.

For Youth Guarantee students we will ensure that our focus and processes include meeting the Tertiary Education Commission funding requirements and expectations in relation to the Wellbeing and pathways support subsidy.

This will include providing access to the range of services and activities outlined in our commitment statement and a pathway plan which will constitute a series of discussions, activities, and planned outcomes as they are moving in, through, up and out of EmployNZ. We will endeavor to involve whanau, referring organisation representatives or their two nominated support people wherever possible, especially as they plan to move in to EmployNZ. The pathway plan activities are integrated and embedded into our overall approach and student journey through EmployNZ. Pathway support is an ongoing, live process, that ultimately concludes with our students being introduced to and securing the next step of their pathway towards employment.

Destination Outcomes will be collected across several milestones will be recorded in our custom-built Outcome App and presented in our Power Bi reporting tool as a core measure within our education performance framework and the information is used alongside their Individual Learning Plans and any personal goal setting activities throughout their course.

EmployNZ will use our positive outcome measure for both graduates and withdrawn students as a key measure in how we have brought effect to our vision and purpose and the positive impact their journey with us has had for our students, clients, their whanau and their communities.

EmployNZ Comittment to Student Wellbeing, Engagement and Pathways

As a tertiary education and social service provider, we are committed to our student’s and client’s wellbeing, engagement, and pathways. This includes all aspects of their journey and the support that they may need while they are studying with us or accessing our services.

Staff at EmployNZ are committed to making sure that the wellbeing of our students is a key priority and focus for us all. We are here for our students and to support them as they move in, move through, move up and then move out of EmployNZ and into the next step of their pathway towards employment.

Teaching staff and students are supported by a team of dedicated staff who, combined with the teaching staff, provide Pastoral Care and organized activities at EmployNZ for all students. Dedicated support roles have been established to minimise the impact life may have on student studies and to support their holistic wellbeing. Our collective goal is to work alongside students as they journey with us, settle comfortably into the EmployNZ environment, and become confident to successfully complete their studies and pathway to their next opportunity.

EmployNZ is also committed to offering support regarding any life or personal matters or matters that relate to their studies which may be having an impact on their ability to participate on their course, their progression and/or the achievement of the courses. Students can also access services which refer them to external support services and agencies should they be required. Our commitment includes providing access to staff who can provide pastoral care and guidance, pathway advice and where possible access to free counselling sessions which are designed to address immediate needs, provide informed referrals to current wellbeing services and to act as a bridge for those who may experience long waiting times to get access services provided externally.

Student Guidance and Support

Staff at EmployNZ are experienced and trained to deal with student needs in terms of study, pastoral care, and career guidance.

We are always available for a chat or to set up a private discussion with you to help address any questions or support needs you may have.

EmployNZ exisits to support students and clients achieve the programmes they have comitted to and to support you into the next step of your pathway towards employment.

The Student Website (Public - Students & Whanau), the My EmployNZ Website (Private - Students & Tutors) and this Student Handbook Wiki are the main ways students can access guidance and support information. These resources are introduced to you during Orientation and we have develped the MyEmployNZ App. (Android and Apple) The MyEmployNZ App allows students to access both the Student Websites, the Student Handbook Wiki and our private direct messaging platform 24/7 via their mobile device.

Additional guidance and support can be sourced by contacting the following agencies who may then refer you to local community agencies and resources.

Links:

MyEmployNZ - LogIn

Student Website - Public

MyEmployNZ App

MyEmployNZ App - Android

Te Tiriti o Waitangi Policy

(Extract Quality Assurance Document – 3.2)

EmployNZ acknowledges He Whakaputanga o te Rangatiratanga o Nu Tireni (Declaration of Independence 1835) and te Tiriti o Waitangi (1840) as founding documents of our bicultural nation, Aotearoa, New Zealand.

EmployNZ is committed to honouring te Tiriti o Waitangi. We acknowledge that te Tiriti o Waitangi expresses the special place of Māori as tangata whenua who hold tino rangatiratanga over all their lands and taonga, for as long as they wish.

Comittment to Te Tiriti o Waitangi

As a tertiary education and social service provider, we are committed to contributing to a te Tiriti o Waitangi-honouring education and social service sector in which Māori are free from racism, discrimination and stigma and free to exercise their mana. We will work towards bringing effect to the various government agency strategies and commitments they have developed to address their obligations acting on behalf of the Crown, for Māori, as a provider within the context of our niche provision and services.

As a business based in Tauranga, EmployNZ acknowledges the mana of tangata whenua and the authority they hold over their rohe. We recognise and respect the ancestral and spiritual landmarks that are sacred to the whānau, hapū, and iwi of Tauranga moana.

We understand the principles within te Tiriti o Waitangi and will use these principles to inform our strategic direction, decision making, how we can contribute towards Māori aspirations and the relationships required to bring effect to our direction and to be accountable for our commitments.

Our relationships, our understanding of tangata whenua aspirations and strategic goals, and how we go about our daily lives will be our outworking of the principles as we work towards the vision gifted to us, "Te Taumata Oranga- We Change Lives", making a difference in the lives of our students, clients, their whanau and the stakeholders we serve.

Te Tiriti o Waitangi Articles and Principles

EmployNZ understands that the articles of te Tiriti o Waitangi have been interpreted and expressed through a set of principles. We have taken these principles as guidance on what is meant by, and expected from, the principles at an organisation level and at a practice level, considering the context of our organisation.

We consider the principles of te Tiriti o Waitangi at a governance, planning and stakeholder engagement level. Our intent is to build our competencies and establish enduring relationships which will support us to serve our staff, students, clients and their whanau and the Māori communities, marae or hapū they are connected to.

We believe these principles are best upheld as we weave their intent into our everyday approach, as we work alongside our students and clients to move them into, through and out of our programmes and services and then into the next step of their pathways. We are committed to achieving success for our Māori students, clients and their whānau and aim to provide mana enhancing experiences.

We acknowledge that as we are contracted to government agencies, we are required to uphold the principles in the context of education and social services, and bring effect to their commitments however we are also driven by our vision which requires us to be making positive changes to the lives of our students and clients and we believe the combination of both approaches will contribute towards improved achievements and outcomes for Māori.

The principle of self-determination.

We acknowledge that this principle provides for Māori self-determination and mana motuhake. We believe that we are contributing to this when we seek out the strategic direction, aspirations and needs of whānau, hapū and iwi and plan how we can make a contribution to their goals, kaupapa or objectives communicated within their documentation and requests. These aspirations are critical aspects in our decision making when planning strategic direction and the relationships that we need to have in place to meet those aspirations. Our contribution to these aspirations will become a key driver for us as we work towards fulfilling our vision as we serve the needs of our Māori communities.

We are also upholding this principle when we are working alongside each of our Māori students or clients to understand what it is that they want to achieve, their aspirations and when we weave those into how we communicate, motivate with them and plan for their pathway while they are with us. Our role in this is to guide and support them to make an informed decision about the next step in their pathway to employment.

The principle of partnership. We acknowledge that this principle requires EmployNZ to understand and to be understood about what our role in our communities is, and how we can support and serve our students, clients and their whānau in a way that is aligned with hapū and iwi aspirations. We will seek meaningful, and enduring relationships for the benefit of Māori. Where there are practical ways we can work alongside whānau, hapū, marae or iwi directly to make our contributions to their aspirations, we will approach the appropriate person(s) for feedback and advice on how to proceed. Where requested to meet a need, or work with other organisations collectively to meet a need, EmployNZ will partner with the Māori organisation(s) or representative(s) to work towards the stated goals.

We believe we are working on partnerships when we work alongside our students and clients to support them to achieve the commitments they have made within our programmes and services and to start building a future where they are confident, independent young adults who can contribute to their communities.

The principle of equity. This requires EmployNZ to promote equitable access, participation and achievement of education performance, pathways and outcomes for Māori. We will use parity measures across our of participation, achievements and outcomes as a key focus of our education performance framework and be accountable for any parity gaps. We will monitor the parity to help us identify the contributing factors and to determine how we could close the gap as we move forward. We will consider this achieved when we consistently achieve a zero gap per annum. There will always be work that can be done to improve the rate of achievement and outcomes for Māori and we are committed to moving past achieving equity and towards rates that show Māori are achieving better than non-Māori.

The principle of active protection.

This requires EmployNZ to actively promote mātauranga Māori, tikanga Māori and te Reo Māori in our everyday life onsite to ensure that we provide opportunities for these taonga to be seen, heard and felt throughout our organisation. We will encourage our students and clients to take home and into their community, what they have learnt and taught to others while they were with us. We will continue to develop resources, activities and sessions to promote te ao Māori and te Reo Māori so all staff and students can experience the taonga and make their own commitments to seek further understandings and learnings.

Commitment to our journey

EmployNZ is committed to our journey to continually add to our cultural competencies, capabilities and knowledge as we work with our staff to increase participation, encourage the te ao Māori perspectives and te Reo Māori within our organisation and work to close the parity gaps by lifting our rates of achievement and establishing meaningful pathway options and outcomes for our students and clients.

We acknowledge and respect the mana of tangata whenua within EmployNZ who can communicate in te Reo Māori, hold the tikanga, kawa, and mātauranga Māori learnt from their whānau or educators. We understand that these competencies exist in a range of levels and we are grateful when these taonga are shared with other staff, students and clients where a person feels comfortable to do so. We also understand that we all need to take organisational and personal responsibility in developing our own cultural competencies, understanding and learning te Reo Māori, gaining understandings and learnings about te ao Māori and be open to receive and offer learnings from mātauranga Māori.

Privacy Act Policy

EmployNZ is committed to ensuring transparency about how we manage your personal information, including the types of personal information we collect and how it is collected. We respect the confidentiality of information and the privacy of individuals and observe the conditions governing the release of information, as set out in the Privacy Act 2020 Information Privacy Principles (IPP’s), the Education and Training Act 2020 and other relevant legislation.

The EmployNZ Privacy Policy outlines how we protect and manage all personal information we hold, including how we collect, use, store and disclose personal information, and covers EmployNZ privacy practices across all training facilities and on our website. For more information about EmployNZ’s Privacy Notice, Data Use and Protection Notice, or Data Analytics Notice, please contact your Tutor.

If you have any questions or concerns about how we manage your personal information and privacy at EmployNZ, please contact the Privacy Officer:

• Staff member: Student Services Co-ordinator
• Email: shanon@employnz.co.nz
• Location: EmployNZ, 94 Second Avenue, Tauranga

Health and Safety Management

EmployNZ will so far as practicable, protect the health, safety and welfare of all students, staff and visitors on site, and act in compliance with our legal obligations. To meet this policy, at appropriate times an EmployNZ staff member will ensure that you are made aware of all health and safety protocols relevant to your training facility, any offsite location, and your programme of study.

EmployNZ Roles and Responsibilities

Listed below are the key staff member roles that you will have interactions with during your time with us.

The Education Division Manager is responsible for the management of the Private Training Establishment (PTE) EmployNZ. This includes our Quality Assurance and Self-assessment system, the quality of the education resources, delivery, assessment, and moderation processes.

The Programme Manager (PM) is responsible for the quality of the delivery of your programme. The PM works alongside the tutors under their control and provide checks, balances, and intervention when there are issues.

The International Student Manager has the responsibility for developing and maintaining appropriate curricular and extra-curricular programmes for the International students at EmployNZ. Ensuring that the students are settled and ensuring that requirements of the Education (pastoral Care of International Students) Code of Practice (the Code) pertaining to the needs of the International students are being met.

Your tutor or tutors will be your main point of contact as you work your way through your programme of study. They will facilitate and coordinate your programme and act as a role model, coach, and advocate to help motivate, challenge, and guide you so that you improve your performance and succeed in your education or employment goals. Your tutor will most often assess your performance against the standards on your programme, however as needed an assessor may also be involved with this process.

The Youth Coaches provide mentoring support, coaching services, and a wrap-around service for all eligible youth (under 18). Any EmployNZ student can access the Social Services division by approaching EmployNZ staff members, or an ENZ Social Services team member directly. More information about the EmployNZ Social Services Division Policy can be obtained from your Tutor or Student Services.

Emergency Procedures

Emergency procedures will be explained to you upon commencement of your programme and in the first instance in which you are in attendance at a new training facility or offsite location.

Emergency procedure orientations will ensure that you are aware of the protocol to follow as per the displayed building evacuation notices and that you know the location of the buildings exits, fire extinguishers and fire alarms. Please ensure you have read the notices and familiarise yourself with evacuation routes and assembly points.

At regular intervals (3-4 times per annum) ‘Fire Drills’ will be conducted at your training facility. Fire drills should be treated as if there is a real emergency, as such when the fire alarm is activated you must immediately follow the protocol as per the evacuation notice for the training facility.

In the event of an earthquake, flood or any other event(s) that may make travel unsafe, check the EmployNZ website www.employnz.co.nz and/or the Facebook page facebook.com/employnz to see if classes are running or not. This information should be posted by 7:15 am.

Programme Delivery

Our programmes are learner-centred, based in an environment most suited to the programme curriculum and with an appropriate balance of classroom theory and practical work. Programmes are primarily delivered at EmployNZ training facilities, however during field trips and work experience modules off- site locations are used. Homebased self-directed learning is also integrated into some programmes.

All programmes must meet the consent and moderation requirements of the standard setting bodies relevant to the programmes approved content. This requires EmployNZ to meet industry or sector specific requirements. This ensures that our staff (tutors, assessors, and evidence verifiers) have the required skills, knowledge and experience to facilitate a programme and to assess your knowledge and skills. It also means that EmployNZ must have or have access to the resource requirements, in order to conduct the learning and assessment against the standards that make up the content of your programme.

Your tutor will go through the course outline with you and indicate the learning, assessment, offsite activities, and work experience aspects for your programme.

Offsite Activities – Field Trips and Offsite Learning Experiences

EmployNZ considers field trips, guest speakers and offsite learning experiences which align with the goals and objectives of your programme, to be vital in preparing you for success in the workplace. Offsite excursions may involve travel in an EmployNZ vehicle and unless you are notified otherwise, will be within the local district and occur within class time.

Work Experience

Some EmployNZ programmes require or encourage learners to complete work experience including the completion of assessments within a real (as opposed to simulated) workplace environment. Work experience placement is a joint responsibility, with your tutor able to help in identifying employers willing to have students on work experience.

When you engage in work experience, the workplace contact, tutor and yourself are required to complete a Workplace Agreement form. The purpose of this form is to clarify each party’s role and responsibility and it outlines the purpose of the experience to the student.

Managing Consistency of Graduate Profile Outcomes

Consistency of graduate outcomes is a process which provides assurance that all graduates of New Zealand qualifications meet the outcomes to a nationally acceptable standard. This supports the credibility of New Zealand qualifications, both in New Zealand and internationally.

In order to meet this NZQA requirement, EmployNZ submits a self-assessment report per programme. To aid in gathering information for this report, at periods upon and subsequent to graduation, you and your employer(s) will be contacted to ascertain if you have met the graduate outcomes.

Student Responsibilities

• You are responsible for your own learning and skill development throughout your programme of study. This includes being prepared for class and meeting any home study requirements that are asked of you and to catch up on any work missed due to absenteeism;
• It is your responsibility to ensure you receive ALL the materials supplied. Unless expressed otherwise all programme and training materials provided to you remain your property and responsibility. Replacement due to loss or misplacement is your responsibility and will be at your cost;
• You will take responsibility for equipment supplied and will return it and/or pay for any damage or loss to this equipment while it is in your possession. Should you fail to return supplied equipment, this will be considered as theft, resulting in instant dismissal. The offence will also be reported to the police for investigation;
• You have a responsibility to follow due process and to raise issues of concern you have with your programme of study, other learners or an EmployNZ staff member(s), rather than solving the problem by taking matters into your own hands.
• It is your responsibility to advise your tutor of any special medical condition and any specific medication or treatment for those conditions.

Dress, personal hygiene and grooming standards

EmployNZ expects you to be well groomed, to maintain personal hygiene and to wear neat, tidy, sensible clothes and shoes at all times. Appropriate grooming and attire may vary dependent on the context of programme you are enrolled on and/or the activity you are participating in at any given time. Your tutor will inform you of the dress standard for your programme, any Personal Protection Equipment (PPE) requirements and any inhouse/class rules pertaining to grooming and dress standards.

Irrespective of (above) at no times is it considered appropriate to attend class or a field trip:

• wearing clothing with offensive images, writing or logos;
• wearing revealing or provocative clothing;
• displaying gang insignia. This means the wearing of any item of clothing which commonly denotes membership of, an affiliation with, or support for a gang. Note: this does not include tattoos.

Student Conduct

EmployNZ is a Tertiary Education Provider. We are not a school. This is a place for adults, both young and mature, to gain skills and knowledge in order to pursue their future career choices. We therefore expect that our learners will behave like adults. As we are preparing you to succeed in the workplace, you need to be aware that adherence to rules is important in terms of demonstrating good work habits and working practices.

Whilst on your programme you will be mixing with and studying with people from many different cultures and ethnicities. This is part of any workplace and we expect all cultures to be accepted and respected.

Our aim is to promote an environment of safety, respect, and dignity and as such we have a set of Ethical Behaviour rules. These rules apply to all persons (students, staff, contractors, visitors). Individual’s are expected to adhere to these rules at all times, when it is considered that EmployNZ has a responsibility to the individual. This includes but is not limited to the following situations:

• any time when on site at the Training Facility – this includes during scheduled and unscheduled breaks and hours outside of class;
• offsite while participating in EmployNZ related activities or when congregating within the immediate vicinity of an EmployNZ facility;
• while undertaking a work experience placement as part of your programme;
• any other activity / event / or area where you are seen to be representing EmployNZ.

Ethical Behaviour

Ethical behaviour attributes are those that we should all strive to achieve. This includes but is not limited to:

• Being courteous, honest and respectful in our dealings with one another;
• Respecting EmployNZ and off-site premises and equipment - including only smoking and eating in allocated smoking, and eating areas;
• Not unduly interfering with the work or working environment of another;
• Placing the utmost importance on the safety of yourself, other learners, staff and visitors during all activities;
• Being punctual and arriving ahead of time ready for class in a state that is conducive to learning.

Misconduct / Serious Misconduct

Misconduct can be at two different levels - misconduct and serious misconduct. Whether behaviour is deemed as misconduct or serious misconduct will depend on the nature and facts of each case. This will be ascertained subsequent to a fair investigation conducted by an EmployNZ staff member which when warranted will take into account the learner(s) and other affected party(s) explanations of the incident, eye witness accounts/statements, and other evidence including CCTV footage (as/if available).

Misconduct can be considered as any behaviour or action which is at odds with the attributes as listed (above) under Ethical Behaviour and/or including any conduct which brings EmployNZ into disrepute. Specific examples of behaviour that may be considered as misconduct include (but are not limited to):

• Using words which are considered sexist, racist, culturally insensitive or using swear words/profanities or variations of such words;
• Speaking to others in a manner which is insulting, condescending, denigrating or mocking, including when it is used in a joking manner;
• Talking about inappropriate things or making inappropriate innuendos;
• Internet, plant and equipment misuse;
• Minor instances of failing to follow Training Facility rules, Health and Safety requirements or an EmployNZ Staff members (or external contractors) reasonable instruction(s);
• Lateness and/or failure to attend scheduled events without notifying EmployNZ of your absenteeism;
• Attending a scheduled event in a manner which is not conducive to learning. This may include (but is not limited to), not having in your possession the required learning materials as may be applicable for the days scheduled event(s); Failure to complete self-directed home study requirements on time and as directed by your tutor;
• Behaviour which negatively effects neighbouring businesses (e.g. parking outside of EmployNZ designated areas, congregating so as to impede others, littering, trespassing, wilful damage such as graffiti).

Serious misconduct is labelled ‘serious’ because it is behaviour which has destroyed or undermined the relationship of trust and confidence that EmployNZ has with the learner. Without this trust and confidence, the learner/education provider relationship cannot continue. Serious misconduct usually involves the learner acting deliberately, however there may be circumstances in which a learner acts so carelessly that it amounts to Serious misconduct.

Specific examples of behaviour that may be considered as Serious misconduct include (but are not limited to):

• Repeated instances of misconduct whether it’s for the same behaviour or something different;
• Behaviour which adversely effects our relationship with our neighbours (e.g. wilfully damaging premises or property, abuse);
• Sexual Harassment – requesting sex in return for favours, or any sexual behaviour or communication which is unwelcome or offensive;
• Racial Harassment – any behaviour or communication which shows hostility or contempt to anyone because of their colour, race, ethnic or national origins and which is hurtful or offensive;
• Discrimination – any behaviour which results, or is likely to result in, less favourable treatment on the grounds of gender, marital status, religious belief, ethical belief or origins, colour, race, disability, age, political opinion, employment status, family status, or sexual orientation;
• Personal Harassment and/or bullying – any objectionable or offensive behaviour which intimidates or involves abusive or threatening language, or any form or threat of physical assault. Behaviour which is persistent and malicious, undermines the self-confidence of the recipient and makes them feel vulnerable and isolated;
• Being under the influence of Alcohol or Drugs;
• Deliberate and continued misuse or unauthorised use of any equipment, either belonging to your EmployNZ training facility or other external provider or individual;
• Failure to adhere to Health and Safety requirements including behaviour that endangers the health and safety of an employee (EmployNZ staff) or others (learners visitors or general public);
• Not abiding by any in house rules specific to your EmployNZ Training Facility or programme of study;
• Wilfully disobeying reasonable directions or instructions given by an EmployNZ or Industry staff member;
• Committing wilful plagiarism (plagiarism is the stealing of another person’s work and passing it off as your own);
• Dishonesty, including making malicious complaints (i.e. the complainant is found to be knowingly lying)
• *Committing an illegal activity at your training facility or a programme associated location; (e.g. theft, fraud, trafficking (dealing) illicit drugs or stolen goods).

*A learner’s alleged criminal activity may be reported to Police at the discretion of EmployNZ, the victim(s) or other affected parties. It is EmployNZ’s policy not to conduct an internal investigation for the purpose of determining if a learner has committed a crime.

CCTV- Closed Circuit Television Systems

CCTV are installed and running 24/7 at EmployNZ sites. Footage from these cameras can only be accessed by direction of the Programme Manager.

The purpose of this equipment is to safeguard staff and students by:

• acting as a deterrent to criminals and anyone carrying out illegal activities;
• monitoring activities so we have peace of mind about what is going on at our premises;
• collecting evidence in the event of crime being committed (i.e. able to place time, locations and ID suspects);
• using it as a decision making tool (i.e. when settling disputes camera footage may ascertain the truth);
• keeping a record of comings and goings of staff, students, deliveries, visitors.

Social Media and Cell Phone Use

EmployNZ supports the use of social media as a supplement to classroom activities and foster a positive learning environment when deemed appropriate by the tutor. Overall common sense should be used to govern activities on social media.

Limited cellphone use is permitted, however this MUST not interfere with studies and learning. Students may be instructed to turn off cellphones at any time.

Bullying, Harassment and Discrimination

Bullying - is defined as repeated and unreasonable behaviour directed towards an individual or individuals that can lead to physical or psychological harm.

Harassment - is defined as unwanted, offensive and intrusive behaviour directed at a target using discriminatory vocabulary and actions which contain a sexual, racial, or physical component or overtone.

Discrimination - is defined as unfair or prejudicial treatment of individuals or groups based on their characteristics such as race, ethnicity, country of origin, gender, age, sexual orientation, religious and ethical beliefs, disability, political opinions.

EmployNZ promotes an environment which is free from intimidation and inappropriate behaviour. Bullying, discrimination, or harassment is never acceptable at any level within our organisation and all staff and students are expected to show respect to each other.

EmployNZ will endeavour to deal with all undesirable behaviours (even one-off incidents) regardless of whether the behaviours fall under the definitions (above). When brought to our attention (as a complaint or observed by a staff member as a violation of EmployNZ Code of Conduct) acts of bullying, harassment and discrimination will be investigated straight away by EmployNZ, or reported to the appropriate authorities for investigation.

The person or persons who have been subjected to the behaviour will also be supported appropriately by our organisation.

Dealing with it yourself

Some students may feel comfortable dealing with problems of this nature themselves. This will depend on the situation and the people involved. Despite this, our (EmployNZ) preferred approach if you are receiving, see or hear bullying, harassment or discrimination happening to someone else, is for you to immediately (in confidence) report it to your Tutor or Programme Manager. Prior to bringing it to our attention, you might like to check with the person the behaviour was directed at, or with other people who were there if necessary, to make sure you heard or saw correctly.

Dealing with it informally

As per the student feedback process. You ask your tutor, Programme Manager or other staff member to intervene informally. In this situation (unless it is as matter that needs to be passed onto the authorities), EmployNZ will follow it’s student feedback process with the staff member acting as a facilitator, investigating and gathering information of what happened from you and other witnesses, then they will try to resolve the matter informally. A resolution may be as simple as having a word with the offender, telling them their behaviour was inappropriate etc. and asking them not to do it again, or more complex where authorities need to become involved.

Dealing with it formally

If the behaviour continues, or if the informal process and the resulting resolution is unsatisfactory you may choose to make a formal complaint. See the Formal Complaints process.

Student Complaints and Grievances

It is the responsibility of EmployNZ to provide a learning environment for students, which is physically safe, free from harassment of any kind and conducive to the achievement of good learning outcomes. However, there are many factors outside the control of EmployNZ that can adversely affect the well-being of students.

If you are a student, and your concerns are related to your programme or experiences at EmployNZ, it’s very important that you give us the opportunity to respond to your concerns. All parties must make a genuine effort to resolve their concerns by following the EmployNZ complaint process, before making a formal complaint to an external organisation such as NZQA.

It should be noted that it is OK for a parent, guardian, advocate, or student representative to raise and initiate the complaints process on behalf of a student(s). Also, if complainants are uneasy about discussing a complaint with someone whom they see as an authoritative figure, they will be given reassurances about the integrity of the process and offered the opportunity to bring a support person. Options for alternative facilitators may also be given as appropriate.

Complaints may be addressed informally in the first instance (for example, discussing an issue with your tutor or Programme Manager), or by following our formal complaints procedure if that is not successful.

EmployNZ has processes for receiving and responding to student complaints, and for appealing academic results. These are stipulated over the following pages of this Handbook.

Principles

The following principles are important in dealing with complaints:

• EmployNZ Staff and Students are given full information about the process through induction and orientation procedures
• EmployNZ Staff and Students can raise issues of concern in an environment free from fear of retribution or breach of confidentiality. (There will be times when the only way to deal with a complaint involves identifying the complainant to the respondent). Where this is deemed to be the case, the facilitator will secure the agreement of the complainant beforehand.
• Attempts to solve problems will be focused at the level closest to the problem itself and should only be referred to a higher level if this fails.
• The respondent has as much right to fair and just treatment as the complainant (innocent until proven guilty).
• Solutions will focus on conflict resolution or solving the problem rather than taking punitive action (although punitive action may sometimes be necessary).
• Possible outcomes may include: doing nothing, mediation, referral to counselling, taking disciplinary action, revising policies, referral to the police, providing compensation, etc.

Note: If an investigation decides that a complaint was made maliciously, and it is found that the event did not happen, a misconduct investigation could be held in relation to the person who made the complaint.

Student Feedback

Examples of student feedback might include but are not limited to the following:

• Minor classroom irritations (other students break concentration by always talking in class, tutor fails to keep order)
• Concerns arising from miscommunication or misunderstanding
• Minor disagreements over academic matters (tutor did not accept my late assignment, when I felt I had a good excuse)
• Resource difficulties (e.g. internet connection keeps crashing)

Student feedback will normally be able to be dealt with at the lowest operational level relevant to the situation and result in a satisfactory outcome, or at least one which is acknowledged to be fair.

The complainant will be directed to the person (facilitator) best situated to address their situation and to facilitate a speedy resolution. The facilitator will ensure that the complainant understands and is comfortable with the process. The following points may be covered or considered when reaching a resolution:

• parties will be asked to express their concerns;
• the problem is restated so that confirmation is sought and that all parties understanding is correct. The complainant will be encouraged to focus on the subject of the complaint rather than the respondent (unless the subject is the behaviour of the respondent).
• the complainant will be asked what they would regard as a satisfactory resolution. If the complainant is unsure the facilitator will suggest an achievable and satisfactory outcome. If the complainant’s expectations are unreasonable, naïve, or based on a misunderstanding of EmployNZ policy, the facilitator will help them to understand this.
• a resolution or plan in terms of reaching a resolution will be agreed upon. Acknowledgement that a resolution has been reached is deemed as the complainant verbally expressing satisfaction with the outcome, or accepting the decision reached by the facilitator.
• the implementation of the agreed plan will be facilitated and monitored for effectiveness of the resolution.

If the complainant wishes to pursue the complaint because they consider the outcome as being unsatisfactory, the facilitator will explain that the next step to take is to lodge a formal complaint as per EmployNZ Formal Complaints process (below).

Formal Complaints

Examples of formal complaints might include (but are not limited to) the following:

• Bullying, harassment or discrimination by staff or other students
• inappropriate treatment by staff or other students
• unfairness in a formal assessment situation
• unfairness of EmployNZ policies
• unsafe learning situation

Formal complaints must be made in writing and submitted to your Programme Manager or to the Education Division Manager (if the complaint is in regards to the Programme Manager).

When formal complaints are received they will be entered into a complaints register and progress towards a resolution will be tracked.

Upon receiving the complaint, a staff member acting as a facilitator will conduct an investigation. An investigation may necessitate a meeting (face to face or by phone) with the complainant and/or other affected parties or witnesses to clarify the problem and as necessary to corroborate or gather evidence.

Subsequent to a thorough and fair investigation the complainant and respondent will receive an outcome statement document outlining the resolution. If the complainant is satisfied with the outcome / acceptance of the decision reached by the facilitator, the complainant signs this document.

Where a resolution is not agreed to or accepted by the complainant (or the respondent) the facilitator will explain that they are closing the file, but if dissatisfied they have the right to appeal.

The list (below) shows the different agencies that may be able to help the complainant if the EmployNZ complaint process is not suitable:

If your concerns relate to:	You could contact:
An International student’s financial or contractual dispute with their provider	iStudent Complaints
Course-related costs or travel allowances for a TEC funded course	Tertiary Education Commission
Discrimination	Human Rights Commission
Someone’s safety being at risk	WorkSafe New Zealand and/or New Zealand Police
How information about you has been stored or used	Privacy Commissioner

Appeals

The EmployNZ appeal committee is comprised of a EmployNZ Senior Manager and staff members as deemed appropriate and who have not been a party to the original facilitation/decision-making process. Where an appeal is expected the notes taken during the facilitation will be retained until the appeal process has run its course.

The appeals committee has the authority to investigate the process and the outcome and if they consider the complainant has been treated unfairly or inappropriately, to overturn or modify the decision.

The complainant and respondent will receive an outcome statement document outlining the appeals committee decision. If the complainant is satisfied with the outcome / acceptance of the decision reached by the appeals committee, the complainant signs this document.

If the complainant is still dissatisfied with the outcome, they will be informed of their right to appeal to the Independent Tertiary Education New Zealand (ITENZ) Quality Commission. The Quality Commission is an independent body that provides a complaints resolution service for students – a free and easily accessible service that respects the rights of the student and the provider. Information and complaint forms can be accessed by going to their website www.itenz.co.nz

If the complainant is still not satisfied, their final recourse is to the New Zealand Qualifications Authority (NZQA).

NZQA is the New Zealand Ministry of Education independent governing body established to handle complaints from tertiary students about pastoral care and services received from an educational provider, or the education provider’s representative.

When NZQA receives a complaint, it checks whether the concerns are within NZQA’s jurisdiction and whether there are sufficient grounds to investigate.

NZQA might not be able to accept a complaint if:

• the issue is from too long ago
• it relates to matters that fall outside of NZQA’s jurisdiction
• it is already being investigated by another agency
• it is clear that the organisation has fully and appropriately dealt with the issue
• there is not enough evidence.

If NZQA accepts the formal complaint, the PTE gets the opportunity to respond to the complainant’s concerns. In some cases, NZQA may need to visit the PTE to view or gather evidence to inform the investigation.

If an investigation finds that a PTE has breached NZQA's requirements, NZQA will work with the PTE to make sure it takes appropriate corrective actions.

Information on how to make a complaint can be found at http://www.nzqa.govt.nz/about-us/make-a-complaint/make-a-complaint-about-a-provider/

Student Attendance

The Programme Schedule

Your Tutor will inform you of the schedule for your programme. They will let you know the start, finish and break times for each day of the week you are required to attend class and inform you ahead of time any events that you will be required to attend which are outside of normal hours. They will also let you know any term breaks where you will be on holiday, any home study, self-directed learning requirements etc.

A requirement of enrolment is an acknowledgement of your commitment to the events in the Programme Schedule and to complete all the components of the programme within this time frame (start/finish dates) in order to meet the programmes achievement requirements.

Please note that events, dates, and timeframes in the initial programme schedule may be subject to change. Factors that may necessitate amending a schedule may include but are not limited to, the weather, student attendance, viability along with different learning styles and abilities. The method of communicating these changes will be outlined by your tutor at the beginning of your programme.

Attendance Requirements

Learners enrolled on EmployNZ programmes need to demonstrate a strong commitment to attending the programme. It is imperative then that in order for an individual to complete the program that they commit to having 100% attendance. This means being in class at the specified start time of the day’s tuition and remaining there for the full period of the tuition - except for scheduled breaks.

A lack of commitment as evidenced by poor attendance will see the implementation of both informal and formal interventions which may result in an individual being asked to leave the programme.

Tutors may decide that it is in the best interest of the learner to be placed on an Attendance Management Plan as a means to improve poor attendance. The plan will address identified barriers to attendance and may include engagement with the learners support network (family, youth coach, peers).

Failure to attend scheduled classes or events over a 14 day period and without notifying EmployNZ with a valid reason for absenteeism will result in an individual being seen as having left the programme and as such they will be withdrawn from the programme. The standard withdrawal and refund policy will apply.

Monitoring of an individual’s attendance is recorded using EmployNZ our own web- based attendance system using Microsoft power - apps and dashpoints. AM and PM sessions are recorded, which allows tutors and programme managers to track learner attendance. On a daily basis absent students will be contacted by phone, text or email and the reason for non-attendance is recorded on the attendance register.

Due to the sequential nature of learning on some of our programmes, failure to attend any scheduled class, practical event, or assessment (whether due to legitimate reasons or otherwise) may see an individual unable to complete a component(s) resulting in them not meeting the requirements to achieve the qualification.

This may also lead to individuals being unable to participate in the next scheduled event, as some components have set pre-requisites which require an individual to have achieved a standard prior to starting the next. In such instances the Tutor may schedule alternatives.

Any alternative arrangements to catch individual’s up will be at the discretion of the Tutor, after taking into account staff/equipment availability and the cost to run the specific event.

In some instances, EmployNZ may determine that a catch up will be at an additional cost to the learner, generally this will occur if it is deemed that the necessity to include a catch up session is due to the individuals lack of attendance, preparation and/or without a reasonable excuse.

It should be noted that under certain circumstances (e.g. absenteeism, illness, withdrawal etc, class size can be reduced to an extent that scheduled events are no longer viable). In such instances EmployNZ has the right to reschedule the times and dates of events. This may affect those individuals who are in attendance for the event that is to be rescheduled. Under normal circumstances the delivery of the programme will be within the allocated start and finish dates.

Note: EmployNZ reserves the right to request medical certificates or other documents to support reasons for absenteeism.

Specifics in terms of your programmes minimum attendance requirements, the need to provide a medical certificate in the event of short and long terms absenteeism due to illness and/or injury will be conveyed to you by your tutor.

Irrespective of the reason, if you are going to be late or absent for a planned day of tuition or event you must inform your tutor or EmployNZ prior to the day’s activity commencing (free call 0800 002 159). If at any time during a days planned facilitation you need to leave the training facility and will therefore be absent from class you need to let your tutor know.

Individual’s who are asked to leave through lack of attendance may also face external penalties. EmployNZ has an obligation to notify Study Link of individuals who have left our programmes, this may lead to Study Link suspending an individual’s Student Allowance and/or Living Cost payments.

At Risk Students

If you are deemed to be ‘at risk’ of not completing your programme on time, a meeting will be held with you, your Tutor and/or the Programme Manager. We want to ensure we do everything possible to ensure you complete the programme successfully, so additional support will be discussed and offered if applicable. A Student Management action plan may be put in place to assist you to fulfil your programme completion obligations. Weekly meetings may also be scheduled to support your completion the programme.

Learning and Assessment Process

EmployNZ utilises assessments that support learning and provide robust evidence that knowledge, skills, attitudes, values and beliefs have been achieved to the required level and are meaningful to the learner.

During your programme of study, you will acquire knowledge and skills as your tutor guides you though and facilitates the curriculum. Assessment of your skills and knowledge may be completed during your training towards a standard (Formative Assessment) or at the end of your training towards a standard (Summative assessment). Each standard is set by industry experts and describes what a student needs to know, or what they must be able to achieve, in order to meet the standard. Having met the standard, you will gain credits towards national qualifications which will be recorded on your NZQA Record of Learning.

An Assessor (who may or may not be your tutor) is responsible for outlining the assessment process, your rights during the induction process before assessment and collecting and judging evidence of your competence against the standards that make up the content of your programme.

Evidence to support these assessments may be gathered in the following ways:

Naturally occurring – where evidence is derived from activities within a learning programme and/or from a learner’s actual work performance and/or everyday life. Naturally occurring evidence is collected from a range of real contexts and obtained over a period of time.

Simulated - If it is impractical to do so or due to a workplace policy a learner may be assessed against a standard via them demonstrating what they know and can do via a simulation set up by the assessor.

In a workplace - evidence is obtained in the workplace under normal workplace conditions. In this situation an attestation or observation is signed off by an approved observer or workplace supervisor.

Portfolios: You will be required to put together a portfolio of evidence and submit it to your assessor for grading.

Using EmployNZ generated or commercially sourced assessments your Assessor will ascertain your grade. Your grade will depend on the type of standard being assessed:

For Unit Standards you will be assessed as Achieved (A) for meeting the criteria of the standard, meaning that you are deemed as being capable of carrying out knowledge or skill-based tasks in a repeatable and consistent manner, or Not Achieved (N) if you have not met the criteria of the standard.

For Achievement Standards you will be assessed as Not Achieved (N) if you do not meet the criteria of the standard, Achieved (A) for a satisfactory performance, Achieved with Merit (M) for very good performance and Achieved with Excellence (E) for outstanding performance.

Irrespective of your grade your assessor will provide you with feedback including on areas that need more learning in the event that you need to be re-assessed because you have not achieved the standard. EmployNZ encourages learners who are found to have not achieved for a particular assessment task to be reassessed. If you are not sure of what is required, then please do not hesitate to ask your tutor or Assessor.

Literacy and Numeracy Assessment

If you are a Youth Guarantee (YG), Student Achievement Component (SAC), Training for Work (TFW), Employment Placement Service (EPS) or Intensive Literacy and Numeracy (ILN) learner you will be assessed for literacy and numeracy abilities and needs using the online Literacy and Numeracy for Adults Assessment Tool in accordance with Tertiary Education Commission (TEC) requirements.

Assessment Appeals

If at any time you are not satisfied with an assessment decision made by your Assessor, please take it up with them in the first instance.

You have the right of appeal against decisions based on academic matters, including:

• Your assessment results
• Credit transfers and recognition of prior learning
• Alleged academic misconduct

If you wish to appeal against an academic assessment decision the procedure (below) must be followed.

• In the first instance you should raise your concern with your tutor/assessor in order to try and resolve the issue.

• If you feel your concerns have not been resolved, you need to complete an Assessment Appeal Form, attach any supporting evidence and submit this to your Programme Manager within four weeks of the initial assessment. Please see your Tutor to request a copy of this form.

• Upon receiving your appeal form, an investigation will be conducted by the Programme Manager which may require clarification with your tutor/ assessor and yourself.

• Within five working days of receiving the appeal form, the Programme Manager will notify you of their decision, to uphold the assessor’s original decision, to overturn the assessor’s original decision, to require you to be reassessed. Should a reassessment be necessary it will be undertaken by another EmployNZ assessor.

• If you do not agree with the Programme Managers decision, you can request a review by writing to the Education Manager, EmployNZ, PO Box 44, Seventh Ave, Tauranga. This must be submitted within 10 working days of receiving notification of the final assessment decision (above).

The Education Manager will review the assessment decision and may engage the services of an independent moderator. This will result in a full and final assessment decision which may uphold the assessor’s original decision, overturn the assessor’s original decision, or require you to be reassessed. The result of the review will be documented and provided to all parties (student, Assessor and Programme Manager).

Recognition of Prior Learning

EmployNZ will recognise student prior learning and prior credit achievement where this, matches learning outcomes and assessment criteria for the programme you are enrolling on. EmployNZ will make a fair and valid assessment of a learner’s abilities. This assessment may result in the learner receiving credit for some portion of a programme that leads to a qualification.

Recognition of Prior Learning (RPL) can include Credit Transfer, Cross Credit and Assessment of Prior Learning (Current Competency).

Credit Transfer means that you have completed courses with identical programme content and course aims. To be eligible for Credit Transfer you must have previously achieved unit or achievement standards which match the unit standards at a course level for the programme you are enrolling on.

As part of the enrolment process, EmployNZ will scrutinise your NZQA Record of Learning and ascertain if you have already achieved unit or achievement standards that make up the courses that together lead to the qualification for the programme you are enrolling on. No application is required for credit transfer.

Cross Credit means that you have evidence of having been awarded credit for what may be regarded as equivalent courses toward another qualification from another accredited education provider. Cross credit is not normally applicable to unit or achievement standards, however it may apply to a situation such as if you have completed the first year of a diploma at another provider and wish to have this transferred to an EmployNZ diploma. The match must be close enough to justify the award of ‘full-credit’, that is credit for the whole module. A partial credit will not be awarded.

Assessment of Prior Learning (Current Competency) is when a learner believes they can meet the course aims of a course, or if they are seeking recognition of current competence, but do not have a formal academic record or transcript to support the award of credit. In these cases, a Learner seeking recognition of current competency will be required to:

• a. present evidence that their experience is current and supports the aims of any courses in the qualification, and;
• b. provide evidence of their competence at the level achieved by graduates of the qualification: for example present a portfolio, interview, evidence of work related experiences.

Learners seeking recognition of prior learning (Cross Credit & Current Competency) must complete an Application Form for RPL (available from your tutor) and provide supporting evidence. Applications for RPL must be made no later than two weeks after the start date of your programme. Evaluations of your application will be completed within two weeks of the receipt of the application. You are expected to attend class until the outcome of any RPL application is confirmed. You may appeal the decision.

Cheating / Academic Misconduct / Plagiarism

Any form of cheating or attempting to cheat, academic misconduct or plagiarism is unacceptable and will be considered a breach of the Student Contract.

All breaches brought to our attention will be investigated. If upon investigation, there is sufficient grounds to support the decision that a breach of student contract has occurred the matter will then be referred to the Disciplinary Procedures process which may lead you to being withdrawn from the programme.

Where the breach includes cheating or attempting to cheat, your actions will be deemed serious misconduct.

Students must avoid using the words or ideas of another writer without credit and presenting them as your own. Plagiarism ranges from copying someone else’s work word for word, rewriting someone else’s work with only minor word changes, and summarising work without acknowledging the source.

Students must not:

• Share, or otherwise allow their work to be copied, in full or in part, by another for the purposes of cheating
• Copy, paraphrase or summarise another person’s work or ideas from any source and represent it as their own work, without correctly acknowledging the original source (this is plagiarism)
• Copy from their own previously assessed work and present it as findings or discussion in a new assessment task
• Submit work that has been prepared for another paper/unit/module/assessment without permission or without self-referencing
• Falsify data, information or citations
• Falsely claim to have submitted an assessment or provide false information as to the reason for missing a deadline
• Wilfully act to prevent other students from completing their work
• Look at the work of another person or copy from another person during in an assessment
• Allow another person to look at their work or copy from them during an assessment
• Approach a third party to undertake their assessment
• Breach the rules relating to Assessments

Computer Use Policy

EmployNZ computer facilities and infrastructure (including phone systems, Internet and Wi-Fi access) are provided to you solely for programme activities. Use of facilities and infrastructure beyond these activities (such as mobile devices) are at the sole discretion of EmployNZ.

All aspects of the EmployNZ computer facilities are monitored. You should not expect a right of privacy when saving information on the computer system or accessing the internet.

File Storage is supplied for you for your day-to-day workplace and programme activities. Storage of personal data (including applications) is prohibited. The backup of your data is your responsibility.

Internet access is provided for you where programme activities are identified as requiring this resource. You should be aware that Internet use may be logged and monitored.

Access to “distraction sites” (such as social media sites) and sites which have been deemed as “not related to learning and achievement” (such as blog sites) may be blocked during teaching hours or permanently at the discretion of the Programme Manager.

Printing is provided where programme activities are identified as requiring this resource. Printing usage is monitored.

Please be aware that abuse of this facility may be charged at the current per-page charge.

The display or distribution of content that may be considered as “offensive to other students” is strictly prohibited, for example pornography or violent content.

Use of software designed to circumvent our network restrictions, such VPNs, are strictly prohibited. Software download and installation is strictly prohibited on the EmployNZ computer network unless directed to do so by your tutor. This includes entertainment/games, streaming music/videos and software.

Disciplinary Procedures

EmployNZ response to misconduct will be fair and reasonable in all circumstances. For example, some lesser misconduct may lead to a warning, whereas more serious misconduct may lead to a dismissal. The Disciplinary Procedures process as specified below will be implemented irrespective of type of Misconduct identified.

EmployNZ staff members also have the discretionary right to request that individual(s) are to leave the premises and/or are not to participate on scheduled events whilst an investigation takes place.

During any disciplinary process you are entitled to:

• Confidentiality
• Have the disciplinary and / or complaints process handled in a timely manner
• Express your point of view and receive full information at all stages of the process
• Have support with you at any meeting involving the disciplinary and / or complaint process
• Appeal the outcome of the disciplinary and / or complaint process
• Be treated with courtesy at all times

Altercation or Inappropriate Interaction – First Response

While in the training facility or while on offsite activities and when considering the safety of themselves and others your tutor or other EmployNZ staff member will take swift and appropriate action when an altercation or inappropriate interaction (verbal or physical) occurs between individuals. This will include when an individual exhibits aggressive behaviour, offensive language or swearing, behaviour that is received as harassment or intimidation or results in disrespectful treatment of others. The safety of all students and staff will be the top priority in getting control of an altercation or inappropriate interaction. When a tutor or another staff member is subjected to or sees this type of behaviour between individuals the First Response will be to separate those involved with a view to deescalating the situation and isolating the risk of harm to others.

This may include asking and /or accompanying individuals to leave the site until further notice. In doing so, at this stage of the incident, there will be no intended bias in terms of apportioning blame. In separating and removing individuals from the situation within the site or offsite each student(s) will be offered support from a suitable staff member. This may be a phone call for those who are no longer onsite or for those remaining onsite an in-person discussion once the incident is under control and all involved are calm. Tutor may use the Stand Down procedure to manage the situation and if the behaviour warrants, an investigation, this will occur in a timely manner and include speaking with all involved. This will be led by the Programme Manager, and they will follow a process to communicate any consequences once finalised.

Informal Disciplinary Procedures

EmployNZ believes that the best way to solve a problem is to focus at the level closest to the problem itself.

With this in mind, your tutor will have overall responsibility in setting the culture for your programme, to manage and maintain this culture and to ensure all individuals abide by EmployNZ and Training Facility rules and regulations. They will have the initial responsibility to ascertain if any learner behaviour is unacceptable, to apply informal mechanisms with a view to modifying any unacceptable behaviour and to decide if and when learner behavioural issues need to be brought to the Programme Managers attention with a view to instigating the formal disciplinary process.

You should note that multiple informal interventions by a tutor in regard to learner behaviour is justification to escalate to and commence the formal disciplinary process.

Formal Disciplinary Procedures

When a learner displays unethical behaviour or misconduct, the disciplinary procedures which can lead to dismissal from a programme includes both verbal and written warnings, however when serious misconduct is identified instant dismissal may result.

When the informal disciplinary approach for minor indiscretions have not curtailed learner behaviour the formal disciplinary process as follows will apply:

• a. EmployNZ conducts an investigation and ascertains that learner behaviour is in breach of our student conduct criteria

• b. A formal invitation (time and place) will be extended to the learner and they will be given the opportunity to bring a support person to the meeting

• c. The Employ NZ representative facilitating the meeting will stipulate the results of the investigation and severity of the misconduct. This may result in the following action:

• Formal Verbal Warning will be given when unethical behaviour or misconduct is identified in the first instance. You will be required to meet formally with your Tutor or Programme Manager where a verbal warning will be given. What is acceptable/unacceptable behaviour will be agreed upon by all parties before you are able to continue your programme. A record of the verbal warning and what was agreed will be kept on file.

• First Written Warning will be issued when Unethical behaviour or misconduct is identified in the second instance. This may include an individual’s failure to follow the parameters as agreed on in the meeting (above) when unethical behaviour or misconduct was identified in the first instance. You will be required to meet formally with the Programme Manager where a written warning will be given. A record will be kept of what was agreed and subsequently signed by all parties before you are able to continue with your programme.

• Second Written Warning will be issued for continued unethical behaviour or misconduct. This is defined as the individual having already had two prior formal meetings which resulted in the issuing of a formal verbal warning and the issuing a formal first written warning. The issuing of a second written warning will result in Instant dismissal and withdrawal from the programme. The dismissed individual will receive a letter of dismissal and will be asked to leave their Training Facility immediately.

Note: Subsequent to investigation, if you should disagree with EmployNZ findings and/or the events/process that have lead to your dismissal, you have the right to follow the complaints procedure (refer to the complaints procedure in this handbook).

Instant Dismissal

Under certain circumstances and following an EmployNZ investigation, an individual’s conduct may be considered Serious misconduct and as such warrant’s instant dismissal. The learner will receive a letter of dismissal and will be asked to leave their Training Facility immediately.

Note: Subsequent to investigation, if you should disagree with EmployNZ findings and/or the events/process that have lead to your instant dismissal, you have the right to follow the complaints procedure (refer to the complaints procedure in this handbook).

Withdrawal from the Programme

EmployNZ has a range of NZQA programmes, funded by the Tertiary Education Commission some of which are Fee Free and some which are fee paying.

All students who hold a valid enrolment status, where they withdraw or are withdrawn from a programme will have the withdrawal processed in our Student Management System (SMS) using our Withdrawal procedures.

Should you wish to officially withdraw from a programme, you should in the first instance advice your tutor. An ENZ withdrawal Form must be completed and signed to formalise your withdrawal.

Should you leave the programme without notifying EmployNZ and / or without signing a Withdrawal Form, ENZ will complete the Withdrawal Form on your behalf and process any outstanding assessment results you have achieved.

See Section 2 for Withdrawals and Refunds of Programme Fees and Section 3 for International fee paying students.

Section 2: Domestic Fee Paying Students

EmployNZ enrols and takes fee payments in alignment with the approved programme regulations, goals, objectives and priorities and national quality aspirations at all times. Student enrolment and fee payment arrangements comply with all legal, professional and stakeholder requirements.

Students enrolling in EmployNZ programmes will not be enrolled until a satisfactory student fee funding contract and terms and conditions agreement has been signed and co-signed (your Student Enrolment form).

Students are required to meet all documentary requirements and entry criteria, plus selection and admittance requirements to be enrolled in an EmployNZ programme.

National and International students must meet all legal, professional, and regulatory requirements to be enrolled at EmployNZ.

Payment of Tuition Fees

Programme tuition fees must be paid (in full) within 2 weeks from the programme commencement. Failure to pay programme tuition fees on time may result in any of the below:

• enrolment suspension
• delays in the distribution of any programme materials
• instant dismissal (in the event of instant dismissal, your enrolment will become invalid)
• late payment fees and/or debt collection charges

Protection of Student Fees

All tuition fees are paid into a trust account operated by the Public Trust (in accordance with an agreement with the New Zealand Government). The Public Trust releases funds to EmployNZ throughout the duration of the programme, (the total fee is not released as a lump sum). Fees are therefore protected for the duration of the programme. This protects you from the unlikely situation where EMPLOYNZ is unable to deliver the programme you are enrolled in.

If EmployNZ is unable to deliver the programme, you will be reimbursed for the outstanding tuition fees and helped to enrol in another institute. For further information on Public Trust accounts visit https://www.publictrust.co.nz/fee-protect/information-for-students

Loans and Allowances

All of our Level 3 (and above) programmes qualify for StudyLink student loans and allowances. If you are applying for a student loan to pay your tuition fees, apply as early as you can to ensure your payment is made on time.

StudyLink 0800 88 99 00 or https://www.studylink.govt.nz/

Fees Free Study

Fees free study is a Government initiative targeted at first time learners where you may be able to get one year’s study or two years training fees for free (eligibility criteria apply). More information about Fees Free Study can be found at https://www.feesfree.govt.nz

For more information about your funding eligibility, please talk to an EmployNZ staff member.

Withdrawal and Refunds of Programme Fees

EmployNZ aligns itself with NZQA’s refund policy. You can view the full policy via their website https://www.nzqa.govt.nz

If you decide to withdraw from a programme or if we withdraw you for reasons such as breaching the Student contract the EmployNZ refund policy will be applied

The date you withdraw or were withdrawn from the programme determines the amount you will be refunded. If you withdraw from the ninth day (after commencement of the programme) you will not be entitled to a refund.

Refer to the Refund Summary Table (Below) for further details

Refund Summary (Domestic Fee Paying Enrolments)

Reasons for wanting a refund	Information student must provide	Timing	Amount
EmployNZ is unable to proceed with the programme	No information is needed from the student	The refund is automatic	Total fee paid minus 10% of the tuition fees or $500, whichever is less
Student no longer wishes to study at EmployNZ	A letter in writing confirming withdrawal from the programme	Before the programme commences	Total fee paid minus 10% of the tuition fees or $500, whichever is less
Student no longer wishes to study at EmployNZ	A letter in writing confirming withdrawal from the programme	Within 8 days after the programme commences	Total fee paid minus 10% of the tuition fees or $500, whichever is less
Student decides to withdraw or is withdrawn by EmployNZ	N/A	From the 9th day after commencement of programme	No refund

Note: EmployNZ will notify, where applicable StudyLink, Immigration New Zealand and Public trust using the prescribed lines of communication and systems set by those organisations.

Fee Paying Enrolments - Processing Refunds

Programme or Tuition fee refunds will be processed in accordance with our Withdrawal and Refund policy for either Domestic or International Students Enrolments. Programme Fees are paid to EmployNZ from different sources, so the refund process is determined by the source of the fees, the stage the fee payment is at during the process to being held by Public Trust and the date of withdrawal.

Refunds will be processed as follows:

Fees paid via StudyLink (Student Loans) and held in Public Trust Public Trust has an integrated system with StudyLink and EmployNZ will use the Public Trust online portal to process the Refund and notify the withdrawal.

Fees paid via Student (Personal Payment) and held in Public Trust Refunds will be processed and refunded to the bank account provided by the student.

Fees paid via Organisation (e.g. Scholarships) and held in Public Trust Refunds will be processed and refunded to the bank account provided by the organisation involved.

Fees yet to be received by EmployNZ or Public Trust (in process Domestic Enrolments) Fees are due prior to commencement on the programme, however in exceptional circumstances and/or delays in the process payments may not have been received by EmployNZ and/or Public Trust.

Any programme fees due, which have not been received by the Withdrawal Date, where that date is within the refund period stated in our policy (where a student is entitled to a refund) will be forfeited by EmployNZ and transactions cancelled. That is, EmployNZ will not demand payment, then process a refund as per our Refund Summary Table.

This will not apply to fees to be paid using the TEC Fees Free entitlement. For further information contact the Fees Free team.

Section 3: International Students

EmployNZ Roles and Responsibilities

Further to the EmployNZ roles mentioned in Section 1 of this handbook, International students have assigned to them a dedicated International Programme Manager (IPM). The IPM is responsible for your pastoral care throughout your programme of study and ensuring that EmployNZ fulfils it’s responsibilities as outlined in the Education (Pastoral Care of International Students) Code of Practice (the Code).

Feel free to approach the IPM as they can provide advice and assistance help in the following ways:

• Conducting an orientation to local services and attractions
• Supporting you to find options for long term and permanent accommodation and ensuring the accommodation is suitable and the tenancy agreement is robust
• Informing you of cultural aspects of The New Zealand way of life
• Introducing you to the international community relevant to your country of origin

Withdrawal and Refunds of Programme Fees

EmployNZ enrols and takes fee payments in alignment with the approved programme regulations, goals, objectives and priorities and national quality aspirations at all times. Student enrolment and fee payment arrangements comply with all legal, professional and stakeholder requirements.

International student fee information is as stated in Section 2 for Domestic Fee Paying Students, however the Refund Summary is as follows:

Refund Summary (International Fee Paying Enrolments)

Reasons for wanting a refund	Information student must provide	Timing	Amount
EmployNZ is unable to proceed with the programme	No information is needed from the student	The refund is automatic	Total fee paid minus 10% of the tuition fees or $500, whichever is less
Student no longer wishes to study at EmployNZ	A letter in writing confirming withdrawal from the programme	Before the programme commences	Total fee paid minus 10% of the tuition fees or $500, whichever is less
Student no longer wishes to study at EmployNZ	A letter in writing confirming withdrawal from the programme	Within 10 days after the programme commences	Total fee paid minus 25% of the tuition fees
Student decides to withdraw or is withdrawn by EmployNZ	N/A	From the 11th day after commencement of programme	No refund

International Student Complaints

The complaint procedure for International students is the same as per that as already stipulated in Section 1 of this handbook. However, if your complaint is not resolved through EmployNZ’s internal procedures, you can contact NZQA who are the contact for all complaints related to the Code of Practice.

You can find out about making a formal complaint or get advice about your options by completing an online Complaint Enquiry Form http://www.nzqa.govt.nz/about-us/make-a-complaint/make-a-complaint-abouta-provider/complaint-enquiry-form/

To make a formal complaint about a provider, download and complete a formal complaint form available from NZQA http://www.nzqa.govt.nz/assets/Providers-and-partners/Code-of-Practice/formal-complaint-form.pdf

For more information about the complaints process, go to the NZQA website or contact NZQA on 0800 697 296.

Financial or contractual disputes can be managed through the Disputes Resolution Scheme (DRS) rules which apply to contractual or financial disputes between an International student and an education provider. Should such a dispute arise, NZQA will refer it to the DRS operator, FairWay Resolution.

iStudent Complaints is a dispute resolution service set up for International students. This service handles complaints from International students that relate to contractual and financial disputes and can award financial remedies. To make a complaint with iStudent Complaints, you must be an International student, and your dispute with your education provider must be about a contract (for example an enrolment or accommodation contract) or a financial dispute.

For more information about iStudent Complaints, you can visit the iStudent website.