On appointment, the cluster manager allocates time for induction. This process will take place within one or two months of the RTLB taking up the position and prior to the appointee taking sole responsibility for casework. Induction includes familiarisation with the cluster needs analysis and annual and strategic plans.
The cluster’s operational document will contain an induction section detailing the process.
- The lead school/kura board ensures an induction process is in place for appointees.
- The cluster manager is responsible for implementing the induction process.
- The cluster manager may determine that practical aspects of the induction, professional development and performance appraisal processes are undertaken by practice leaders.
- The responsibility for successful outcomes remains with the cluster manager.
- Practice leaders may also provide supervision, coaching and mentoring for new appointees.
When the RTLB is new to the RTLB role:
Induction activities for new team members should include:
- introducing them to the cluster’s schools/kura, regional Ministry Learning Support Service Manager(s), iwi and local support agencies
- providing them information about the RTLB role, He Pikorua and the principles of practice
- familiarising them with RTLB guidelines and processes, for example record keeping requirements
- providing them with opportunities to co-work cases with an experienced RTLB
- providing access to an academic mentor (a practice leader or an experienced RTLB), to support them during training
- ongoing coaching and supervision.
When the RTLB is from another cluster:
Induction activities could include:
- introducing them to the cluster’s schools/kura, regional Ministry Learning Support Service Manager(s), iwi and local social agencies
- providing them with time to read, discuss and learn about the cluster including cluster policies, procedures and systems and opportunities to share their experience of best practice from their previous cluster.